Thinkpivot Talent Solutions

The tyranny of purely objective hiring.

In theory, the idea of purely objective hiring seems like a great solution to the problem of bias in the hiring process. The idea is to remove all subjective factors from the process and base hiring decisions solely on objective data such as resumes, test scores, and past job performance. However, in practice, purely objective hiring can lead to its own set of problems and may not always be the best approach.

First and foremost, purely objective hiring assumes that all candidates have had equal access to opportunities and resources. This is simply not the case, as candidates from disadvantaged backgrounds often face systemic barriers that limit their access to education and professional development opportunities. When hiring decisions are based solely on objective data, candidates who have not had the same opportunities or resources may be unfairly disadvantaged.

In addition, purely objective hiring does not take into account the unique qualities and characteristics that candidates bring to the table. A candidate’s personality, communication skills, and cultural fit within an organization can all be important factors that are difficult to quantify using objective data alone. By ignoring these factors, employers risk hiring candidates who may not be a good fit for the organization, leading to poor performance and high turnover rates.

Another issue with purely objective hiring is that it can lead to a lack of diversity within an organization. Studies have shown that diverse teams are more innovative and perform better than homogenous teams. By focusing solely on objective data, employers may inadvertently overlook candidates who bring diversity in terms of background, experience, and perspective to the organization.

Finally, purely objective hiring can also lead to a lack of creativity and innovation within an organization. When employers focus solely on past job performance and measurable skills, they may overlook candidates who have potential but lack the exact qualifications or experience listed in the job description. These candidates may bring fresh ideas and approaches to the organization that can help drive innovation and growth.

In conclusion, while purely objective hiring may seem like an attractive solution to the problem of bias in the hiring process, it is not without its own set of problems. By ignoring factors such as access to opportunities, cultural fit, diversity, and potential, employers risk overlooking qualified candidates who could bring value to their organization. A more balanced approach that takes into account both objective data and subjective factors may lead to more successful hiring decisions and a more diverse and innovative workforce.

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