Hiring managers are responsible for selecting the ideal candidate based on various criteria, such as skills matching and leadership potential. However, recent data highlights the significant impact of an applicant’s personal rapport with their interviewer.
According to a report from HR software company Textio, which analyzed 10,377 documented interview assessments for over 3,900 candidates, those who received job offers were 12 times more likely to be described as having a “great personality.” Hired candidates were five times more likely to be described as “friendly” and four times more likely to have “great energy” in the feedback.
“When recruiters decide to hire someone, liking the person plays a big part in their consideration,” stated Kieran Snyder, cofounder and chief scientist at Textio.
Having “great energy” could be advantageous in people-oriented roles like sales, but it is not essential for all jobs. Snyder emphasized that relying on vague, personality-based feedback for a new hire can be unproductive for the individual and the workplace in the long term.
“For high performers, generic feedback, even when positive, makes it difficult to see a growth path, prompting them to leave within 12 months,” Snyder explained.
The report also identified gender bias in the judgment of male and female job seekers. Successful male candidates were often described as “level-headed” and “confident,” while successful female candidates were labeled as “bubbly” and “pleasant.” Snyder remarked that such comments should alert CHROs to potential biases, as relying on gut instincts can reveal blind spots related to sexism.
To prevent biases in hiring based on likeability, Snyder recommends that CHROs ensure job descriptions include three to four essential skills. This approach provides a rubric for HR professionals to focus on whether the candidate possesses the necessary experience.
“These are the functional skills we should prioritize,” Snyder said. “When commenting on personality, HR managers should align these requirements with the job activities to assess relevant skills and behaviors.”
