I Gotta Feelin' ... about a candidate

I have cut my proverbial teeth in all areas of HR, and sort of have that "jack of all trades" type experience, balanced with a healthy (or, perhaps, obsessive...) dose of curiosity that keeps me learning and finding answers when I can't speak to something off the top of my head.

I came across a post on LinkedIn yesterday that prompted today's writing. The universe is so often timely. Recruiting is one of those things that is sort of, "outside" of the mindset of many other data driven, areas of HR. It is intuitive. It is messy. The outcome is not packaged in a nice, neat little regulation or reference guide or on the SHRM website somewhere. You, quite literally, are in a seat of power - like it or not - and when you conduct an interview, you are the gatekeeper to the progression of a process that is life-changing for candidates.

One of my strengths is my ability to "sense" character. Now, you probably think, "Hey, that's great for when you're recruiting!" Yeah, well....it's complicated.

As a recruiter, we are all - by default - human. We carry bias, hidden and overt. We associate people with things, actions, and memories on a subconscious level. This is our "unconscious bias". And all of us have this. For better and for worse.

Picture this, a seemingly well-qualified candidate on paper you, the recruiter, engages with the individual over a phone interview. Interview one ensues...[with enthusiasm] "we think your experience fits so well with what we're looking for!". Interview two ensues..."we think your experience fit so well with what we're looking for!". Interview three and four ensue. Same sentiment, different people. Can you guess the outcome?

Hint: someone along the way didn't get a "good feeling" along the way.

Disposition email ensues...

That candidate was me.

It was a whiplash moment. It was pretty awful. Having pieced together contract work to keep me afloat during an employment transition, and doing everything I could to make good on the promise I made to my daughters for a number of years now of getting us out of the old, deteriorating apartment that they are growing up in, they having to share a bedroom and dealing with mold issues, no outdoor space for our dog or for us humans, etc...It was quite honestly a massive blow psychologically. In an instant, my hope for a financial correction that would lead us to owning a home (no matter how small, just as long as there were two toilets, a respectable back yard and a bedroom for all three of us) was shattered. I hadn't had hope like this since 2021 when I began making six figures...but then shortly had to step away (another post on my NYANC blog).

As a neurodiverse individual myself (although I like the term Neurospicy), I have encountered this more times than I can count on both hands. I have a boatload of knowledge and skills, and a tendency to put my all into my work, be it writing or HR, as a result of how my brain is wired. I am dependable. I am trustworthy. I build relationships. I am able to dive deep to get answers. But despite all of these qualities that one would be able to intuitively sense that would make me an excellent candidate on the foundational side, there is "something" that keeps me from being offered the position(s). It's hard to articulate, but it's a "feeling" that people appear to "get". I have experienced it both from the interviewer end and the interviewee end.

What we need to be cautious of, are the unconscious biases we hold. Unconscious bias is a bias we all hold based upon our life experiences with people and situations that is deeply engrained in our day to day life. Often times, what is mistaken for our intuition is actually implicit bias chiming in. But it is an automatic process, a "mental shortcut" of sorts. And in all cases, there can be favorable and unfavorable choices made around these automatic feelings that have absolutely nothing to do with the qualifications for a position.

Most would identify this as the "culture fit" quandary. "They're great because they went to my Alma Mater!" or, "He doesn't make eye-contact well enough, so there MUST be something bad about this person." But when we move in for a closer view, it is far more complicated. Most Neurodivergent individuals have this "difference" in - let's call it - "vibe" than most neurotypicals. For most of us, this means we will be cut from the interview process almost immediately, despite how qualified and engaged in the conversation we may be. Unless you are lucky to be interviewed by an ND individual or a solid leader who has experience working with ND individuals on their team, it is likely you will not survive this process.

Throughout my career, I've served in a number of talent acquisition roles, and I can say that I have encountered this on the interviewer end on many occasions. However, did I view the interview through a lens of implicit bias? Without a doubt, in my early years. Did I advance individuals who were qualified but lacked the "smooth talk" that is expected in Corporate? You betcha!!

Recruiter or not, Corporate or blue collar, we ALL struggle with unconscious/implicit bias. It is up to us to be intentional about identifying where our biases lie and how it impacts our work and personal lives, and the lives of those around us.

If you enjoy going down "learning" rabbit holes like I do, check out this more academic blog post from the Harvard Business Review below 👇👇

https://www.hbs.edu/recruiting/insights-and-advice/blog/post/improve-decision-making-avoid-pitfalls-in-hiring