Negative Recruiting. Everyone Does It.

In today’s competitive job market, recruiting top talent is more critical than ever. Yet, a troubling trend has taken hold in many hiring processes, something I will refer to as “negative recruiting.” This approach involves actively seeking out reasons—often minor or unrelated to job performance—to reject candidates. Whether due to high volumes of applicants, bias, or simply habit, this mindset has become a default method for many recruiters and hiring managers.

But why is this approach so pervasive, and what are its implications? More importantly, what can be done to improve recruitment processes to focus on finding the right fit, rather than weeding out based on superficial judgements?

What is Negative Recruiting?

Negative recruiting is the practice of quickly rejecting candidates based on relatively minor issues, such as:

• Gaps in employment history, without understanding the reasons behind them.
• Typos on a CV, even if the candidate’s experience and skills are otherwise well-suited to the role.
• An unusual career path, which might actually bring diverse and valuable experiences to the company.
• Overlooking talent due to slight deviations from traditional qualifications, such as not having a specific degree or industry experience.
• Discriminatory factors, such as age, nationality, and other personal attributes that often have little to no bearing on a candidate’s ability to perform the role.

In many cases, these “reasons” are just convenient excuses to reduce the number of candidates, especially when recruiters are faced with an overwhelming response to job postings. The emphasis on rejecting candidates rather than exploring what they can bring to the table is a quick and easy way to make hiring processes more manageable, but it’s a flawed approach.

Why is Negative Recruiting Wrong?

Negative recruiting is detrimental for several reasons:

1. Missed Talent Opportunities By rejecting candidates based on superficial issues, companies miss out on diverse perspectives and experiences that could benefit their teams. A candidate with an unconventional background or a minor error on their CV might bring a unique set of skills or a fresh way of thinking.
2. Reinforcing Bias and Discrimination Negative recruiting often leads to unintentional (or sometimes intentional) bias, as recruiters and hiring managers may dismiss candidates who do not fit a narrow mould of the “ideal” employee. Rejecting candidates based on age, nationality, or other personal factors perpetuates stereotypes and hinders diversity, which is essential for innovation and growth. By dismissing candidates based on characteristics that have no bearing on their potential job performance, companies risk alienating a broad spectrum of capable professionals.
3. Time and Cost Inefficiency Constantly rejecting candidates and starting the process over wastes time and resources. By focusing on weeding out rather than identifying potential, hiring managers spend more time on the recruitment process than necessary.
4. Hurts Employer Brand In today’s world, candidates talk. When companies consistently reject applicants without fair consideration, word spreads. This can harm the employer brand, making it harder to attract quality candidates in the future.
5. Stifling Growth and Change Bringing in people with different backgrounds and ways of thinking is one of the best ways to drive growth and adapt to change. Negative recruiting keeps companies locked in the status quo, potentially slowing down innovation and progress.

What Should Be Done Instead?

The recruitment process should shift from a default of exclusion to a default of inclusion. Here are some key strategies to make this shift:

1. Focus on Capability and Potential Rather than screening out for minor flaws or deviations from traditional paths, focus on the candidate’s ability to perform the role and their potential for growth. Ask questions like: Do they have the necessary skills? Are they adaptable? How can they contribute to the team and company?
2. Implement Structured Interviews Unstructured interviews often reinforce biases and allow for subjective judgements. Instead, use structured interviews with consistent questions and evaluation criteria. This approach helps keep the focus on job-relevant skills and behaviours rather than on unrelated factors such as age or nationality.
3. Use Behavioural Assessments That Provide True Insight When appropriate, consider using behavioural assessments to evaluate candidates, but choose only those tools that provide genuine, relevant insights into the candidate’s ability to thrive in the role. Popular assessments like the Myers-Briggs Type Indicator (MBTI) are widely recognised but often lack the scientific validity necessary for effective recruitment. Instead, opt for assessments that are backed by research and give meaningful data on how candidates approach challenges, interact with others, and manage stress.
4. Encourage a Growth Mindset Among Recruiters and Managers Train recruiters and hiring managers to adopt a growth mindset. This means recognising that a candidate’s current skills and experience are a snapshot in time and that people are capable of learning and growing into their roles. Encourage curiosity about what candidates could become, rather than just where they are today.
5. Foster a Diverse Hiring Panel A hiring panel with diverse backgrounds and perspectives is less likely to engage in negative recruiting. Different viewpoints can help ensure that candidates are evaluated fairly and that decision-makers avoid groupthink and bias.
6. Prioritise Candidate Experience Ensure that candidates feel valued and respected throughout the recruitment process, even if they do not receive a job offer. A positive experience can help strengthen the employer brand and encourage top candidates to apply for future openings.

Final Thoughts

Negative recruiting is not only a missed opportunity for companies but also a poor reflection on recruitment practices as a whole. By shifting away from a mindset of exclusion, companies can improve their hiring outcomes, enhance diversity, and foster a more inclusive and innovative workplace.

The focus should not be on finding reasons to reject candidates but on understanding the potential they bring to the table. After all, the best hires are not always those who meet every qualification or tick every box. Instead, they are often individuals who bring fresh perspectives, strong potential, and the ability to adapt and grow with the company. Moving towards a positive, capability-driven approach to recruiting can ensure that companies don’t just fill positions but also build teams that contribute to long-term success. By actively working to eliminate biases tied to age, nationality, or other irrelevant factors, companies can foster a truly inclusive environment where all candidates are evaluated on their ability to thrive in the role.