Gut instinct makes may be an expensive mistake

New research has suggested that managers are relying too heavily on their gut instinct rather than objective evidence when making hiring decisions. Too often personal judgements, unconscious bias, and subjective feelings prevent businsses from hiring the most suitable candidates.

 

Statistically, younger hiring managers, who are likely to have less experience, are the most likely to fall into this trap. 61% of those aged under 35 said that a new recruit hadn’t been a success because they paid too much attention to their gut instinct. Businesses need to be aware of this and ensure they have a robust, fair, and transparent hiring process in order that objective data is the basis for decision-making.

 

The research also demonstrates that men are much more likely than women to have relied on their gut instinct with 58% stating that they had made a bad hire through over reliance on their gut instinct, compared to 42% of women. Employers who fail to use a sound process which asks candidates to demonstrate their experience and skills against evidence of past behaviour are likely to make poor hiring decisions, costing additional time and money to replace or rehire.

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