Recruiters and Employers Stop Hiring Mini-Mes!

Recruiters and Employers Stop Hiring Mini-Mes! Stop hiring mini-mes! Favoritism within the hiring process can lead to employers subconsciously hiring those who are similar to themselves. This can be due to different rationales that lead to an unfair advantage. Their skills and experience play second best to their personal characteristics of which match the hiring managers or recruiters. Basing hiring decisions on this will mean potential candidates are favored  because of an unconscious bias. Find out how to minimise this risk with the addition of hiring technology here. The risk of hiring someone similar to yourself The risk of a hiring manager or recruiter choosing to employ someone who is like themselves can result in a bias decision. Bias in recruitment can mean that some candidates are favored over others due to reasons that are unspecific to their skills and experience. This is sometimes based on discriminating against a candidates personal characteristics  such as their age, gender, nationalityetc to  name a few!  Whether  this is unconscious or  intentional the outcome still remains  unfair and unjustified. Lack of diversity Diversity is key within any workplace to encourage  different  work styles, ideas, and input. Something that is difficult to achieve if the hiring professional chooses only to recruit  those who are similar to themselves. Some employers seek a good fit culturally within a company to make sure they candidate will be happy within their new role. Determining the best culture fit for a position is important to recognise that a candidates  work style, personality and values align with the employers. It has the potential to improve the quality of hire with the ultimate aim of  creating a happy workforce which retains employees. Taking the company culture into consideration during the hiring process means that personality, skills and experience are assessed to promote a good cultural fit. If these factors are ignored and the hiring manager chooses an individual who reflects similar traits to themselves then this will affect the quality of hire. What a bad hire can mean for a company Building a good rapport with the candidate  in an interview is essential for making the candidate feel at ease to encourage high-quality answers. However, this is something that is to be done with each person that attends the interview and it should not be made obvious some are favored  over others. If the candidate has similar personality traits to the hiring manager it does not necessarily mean they will become a great hire. Through choosing to ignore a candidates  relevant experience and skills and basing the final decision  on how well they were perceived in an interview, will likely result in a bad hire. This mistake can be detrimental for companies and cost them up to £15,000 in losses when poor decisions are made. Therefore showing the importance of taking into consideration different aspects of the candidates  application and not just basing the decision on how well the interviewer and interviewee hit it off.