Managers are hiring people based on whether or not they like them personally and it could lead to some big problems at work
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It is planned to have the hiring managers to choose Perfect candidate based on any criteria: Skills matching to Leadership potentialA number but new data Shows how the applicant’s personal reporting is with their interview.
Candidates receiving job offers are 12 times more likely to be described as “Great Personality” as per new transmit HR Software Company Textio, which analyzed 10,377 documented interview assessments for more than 3,900 candidates. People who eventually hired were five times more likely to be described as “friendly”, and four times more likely to be a written response.
“When these recruits choose to hire someone, most of the discussion was the people who liked the man’s co-founded and the chief scientist. FortuneA number
Bringing the “great energy” in the interview can be a bonus in more thanks to such people, but of course, it takes a feature for all work. And it should not be a deciding factor, to hire someone or not, says Snidder. Relying in such uncertainty, personality-based feedback can also be useless for new rental in both the person and in the long run.
“For high performers, when they get such common reactions, even if it is positive, they are significantly more likely to leave 12 months, because no notes that you can continue to develop,” he said.
According to the report, gender bias is also played. Successful male candidates are more likely to be described as a “level head” and “confident” in their interview, and lucky women are much more likely to call “fragile” and “pleasant”. Seeing such comments that need to have a red flag for Christ, the managers of hiring Snyder Notes are based on the instinct of their bowels, when it comes to sexism.
In order for employers to avoid bias, when it comes to hiring people, Snyder suggests that Chrosy make sure they have three to four basic skills. In this way, there is a driving that to follow and HR experts are more likely to focus on whether that individual has their own experience.
“These are all kinds of functional skills that we want to seek, and it must be dominated,” says Snyd. “And if you want to comment on the personality, the HR manager’s work is to translate these requirements, someone must do those skills and behaviors.
Brit Morse:
Brit.MORSE@fortune.com
This story was originally shown Fortune.com
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