Hiring today is a mess. It’s noisy for hiring managers and inhuman for candidates. Ghosting, bad hires, one-star GlassDoor reviews are all part of the new normal and it’s costing us dearly. In a race to fix hiring, tech startups need only whisper “AI” and investors flock. And today we see a hiring marketplace flooded with AI resume writing tools, job ads built by AI, AI bots finding and applying to jobs, or sourcing talent, or shortlisting applicants.
Unfortunately, AI is introducing more noise and more risk as bad hires leverage AI to sneak through the hiring process only to be discovered as unqualified after onboarding.
There’s a simpler way to hire that drops the risk considerably. Authenticity in hiring builds genuine connections between candidates and employers that not only save companies thousands from bad hires but also build resilient teams and stronger cultures for innovation as companies grow.
The most searched word of 2023 on Merriam Webster [link] was “Authentic”. Job hunters, fed up with being ignored 3 out of 10 applications, or ghosted after 70% of interviews, have been clamouring for transparency, honesty, and humanity in hiring. They crave a connection, but rather than giving them feedback or acknowledgement, companies give them an automated response seconds after submitting their application “after careful consideration, we decided you are not qualified…”
Authentic hiring creates a genuine connection between the hiring company and candidate. It aligns personal values, beliefs and behaviours with the ethos of a company. It’s as simple as recognizing that people are people, not just a bullet list of skill sets, or a tick box of requirements. In fact, there’s a wave of hope that, amidst a a world of AI and bots, that Authenticity is key to reducing the expensive noise in today’s recruiting.
It all comes down to building genuine connections between people looking for work and people looking for talent.
By going deeper than the resume, authentic hiring can reveal character, values and unique qualities that may or may not align with the company. Identifying these early on as a potential contribution to the success of an organization puts more emphasis on authenticity while hiring.
After all, people’s experiences and personalities contribute to the success of an organization. Looking beyond our own personal biases may be a challenge at times, but bringing toxic employees to the organization, a very expensive retention problem with good employees down the road, usually comes when overlooking character during the hiring process.
A resume is a wonderful introduction, but it doesn’t explain the WHY. Being a VP for 8 different companies in 8 years may be impressive but it also may be a red flag. A gap may make hiring managers nervous, but it also may mean a new hire is refreshed and mentally capable of a challenge. Digging into those questions early on, asking why, helps identify fit far better than any ATS ever could.
Authentic Hiring is a necessary but also a very beautiful paradigm shift that spotlights humanity in the professional world, the H of HR. Not only does it cut risk and costs, it will help build resilient teams, foster innovation, and create workplaces that empower people to thrive. As we embrace authenticity in hiring, we embrace innovation, meaningful connections and growth as organizations and individuals.