When building a team at a startup earlier in my career, our investors, advisors, and I crafted what looked like a bullet-proof recruiting strategy. Our advisory group collectively had more than 100 years of experience operating companies. But despite the wealth of expertise behind our hiring process, I learned an important lesson the hard way: Even the most rigorous recruiting strategy is only as strong as the decision-maker’s biggest blind spot.
5 Ways Managers Sabotage the Hiring Process
We all have blind spots. Here’s how to keep them from undermining your recruitment efforts.
March 25, 2022
Summary.
Nearly every hiring manager has a blind spot that, if left unidentified, can lead to devastating outcomes even within well-planned systems. Over time, the author has identified five common blind spots that corrode recruitment outcomes — and how to correct them. First, they assume they can fix issues they identify in a candidate during the recruitment process. Second, they signal a culture of micromanagement. Third, in attempting to telegraph empathy, they actually signal a lack of professional boundaries. Fourth, they overlook contrarian candidates. Finally, by trying to convey a culture of autonomy, they inadvertently suggest that they’re totally emotionally hands-off.
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New!
HBR Learning
Attracting and Cultivating Talent Course
Accelerate your career with Harvard ManageMentor®. HBR Learning’s online leadership training helps you hone your skills with courses like Attracting and Cultivating Talent. Earn badges to share on LinkedIn and your resume. Access more than 40 courses trusted by Fortune 500 companies.
Discover how to attract, hire, develop, and keep talented people who will grow and thrive throughout their employee journey.