We’ve all done it. Sat in an interview, looked over a CV, and thought, “Something just doesn’t feel right.” No real reason. Just a hunch. A gut feeling.
But here’s the truth: gut feel isn’t a hiring strategy – it’s often just bias in a smarter outfit.
Bias doesn’t always wear a neon sign
You might not even realise it’s happening, but I’ve seen top-tier candidates rejected for reasons no one will say out loud:
- “They’ve got a bit of an accent”
- “There’s a gap in their resume”
- “Bit too experienced – might not stick around”
- “I just didn’t gel with them”
- “We asked around – someone said they weren’t a great fit”
Let’s talk about that last one.
The danger of the quiet word
Plenty of hiring managers still lean on informal background checks, asking mates in the industry what they’ve heard about someone. Here’s the problem: that kind of ‘intel’ is rarely objective. It’s shaped by old grudges, office politics, or half-truths. And once a casual comment is made (“bit of a lone wolf”, “didn’t last long”, “not really leadership material”), it sticks. Even if it’s miles off the mark.
If you want the truth, speak to someone who’s managed them, not someone who sat three desks away five years ago.
“We’re blind to our blindness. We have very little idea of how little we know.”
—Daniel Kahneman
What’s the cost?
You miss out on people who could thrive in your business. You build a team that looks, thinks and talks the same. Think culty vibes. You stagnate. And the kicker? You still wonder why hiring’s become so damn hard. Hiring should be about capability, not chemistry. The best teams aren’t built on gut instinct, they are built on conscious, consistent decisions.
What to do instead
This isn’t about rolling out a corporate DEI strategy, rather, it’s about hiring better.
Firstly ask yourself: Why do I feel this way about the candidate? Get a second opinion when you’re unsure.
Watch the language used in your job ads. Is “cultural fit” code for “same as us”?
Consider the gap in the resume might be exactly why they’re hungry to prove themselves.
And for goodness sake, stop using backchannel feedback like it’s gospel.
So here’s the challenge: if every hire looks like the last one, ask yourself why. Gut instinct might’ve served you once, but hiring today needs more than that.
Less guessing. More thinking. Better hires.
At TMR Recruitment, we’re not your typical recruiters. We don’t just find people jobs; we get them excited about their careers again. So, whether you’re ready to make a move or need someone who is, let’s chat. No fluff, just real opportunities. Get in touch to find out more.
