Beware of the January Bias

It’s January and the biggest month of the year for … job hunting! (Oh yes, and resolutions, too, which feeds job hunting) Proof More proof

Folks in my network reached out lately with updates on their experiences. Knowing I am in HR they are quick to tell me about all that needs to be fixed when it comes to recruitment in general. (I'm trying - hence this article)

Two were of particular note given they were finalists for roles they were highly enthusiastic about, yet did not make it across the finish line. The reasons they were provided reminded me of less-common (but real, nonetheless) biases candidates sometimes face. 

We’ve likely all experienced the typical biases from both sides of the desk, which are human errors of preconceived judgement (conscious or not) of a candidate that can positively or negatively impact the outcome. Cultural generalization, “halo/horn”, recency, mini-me” – the list goes on and on. 

Here are two less-discussed biases that still exist based on the experiences of "Jack and Jill” from my network (names changed to protect their greatness).

1)     “More of same.” Many companies tout wanting new leaders to come in, transform their respective functions and companies, and lean in to drive progressive and change-infused agendas. Except they don’t. This becomes clear in cases where a candidate interviewing for a position comes from outside the industry. The blocker becomes, “You are a great candidate, but you don’t come from within the industry. Without industry experience your credibility will be in question.” 

As the quote says, “If you keep on doing what you’ve always done you will keep getting what you’ve always gotten.” This applies to talent as well. Bold and progressive companies who seek candidates from outside the industry appreciate how they can harness the power of a balance of internal-meets-external perspectives to deliver truly break-through thinking. 

2)     “Mind-reader.” Two Jills shared their experiences with this one. Both were interviewing with companies that had dramatically different attributes than their prior companies in terms of size, scope, and team size. Both were told versions of, “You are coming from a large/small company with many/few resources. How can you possibly make the transition working for a larger/smaller organization?” One Jill was told, “I know this company is too small ‘for someone like you.’ ” 

(I would love to know what magical powers those interviewers held that they could see inside the Jills’ minds? I want those powers, too.)

The Jills have extensive experience and track records of success at a diverse array of companies – large, small, public, private, etc. – and would certainly have been able to quickly assess and adapt in a new environment. Both provided examples of exactly this to their respective interviewers, but mind-over-matter prevailed.

Bold and progressive companies don't assume intent; they respect the truth of the candidate and revel in the exploration of candidate motivations to see how they can translate those motivations to success in their own environments.

How to mitigate these biases as a candidate: Know up front that this bias is often present if you’re interviewing outside of your industry. Bring specific examples of how you’ve brought new perspectives from former circumstances to drive success in new ones. Use your network to ensure individuals in the circle of your target companies know this as well so they can be a credible source of validation. 

Clearly articulate how you’ve successfully adapted to a myriad of circumstances, and be specific in why you want a certain role. Preface your comments with, “While I may come from outside of the industry” or “While I may come from a larger organization,” and articulate the realities of the situation to illustrate how what you’ve done transcends companies and industries. Determine what examples will be most relevant and applicable to the interviewers: study the company, the industry, and the press about the industry’s issues, and get insights from your connections in the industry or ones similar.

How to mitigate as an interviewer: Don’t accept the status quo as the best and/or only way to success. Challenge yourself to see things from a different perspective, particularly candidates who may not fit the “classic” profile you seek. Don’t assume a candidate’s motivation – ask them. If they’re passionate enough to be sitting in front of you, imagine the possibilities. Might some candidates have motivations beyond what they share? Of course – there’s some in every crowd. Park your mind-reader bias in the street and assume good intent – in this case, sincerity on the part of the candidate.

A word to both groups about networks. For candidates, your networks are powerful sources of insight and can “drip irrigate” tidbits about you before you ever set foot in the lobby to await your interview. 

For interviewers, networks are a way for you to obtain insights on candidates from those who know them best. Beware, though, of “dated” information from connections who haven’t worked with candidates in years. People grow and get stronger and more skilled over time! And of course beware of circumstances where a candidate is discreetly going about a search. Never assume a candidate is “publicly out there” unless you are told specifically, thus be discreet.

Lastly, be mindful that there’s no such thing as a truly confidential search in this day and age. Social media has shrunk the world to the point there may often be as little as one degree of separation between people seemingly-unknown to each other. 

Serendipitous discovery during a recruitment process can be a welcome OR unwelcome surprise. Networks are so powerful that they can land people in jobs before word of an opening ever hits the street. They are even powerful enough to give incumbents a heads up when their own roles are in “confidential search." The power of social media, indeed!

Jack, Jill, and Jill, like many, will carry on and continue their quest to find meaningful work in meaningful places that allow them to put their talents to work for the betterment of the world.  May the force be with you all.