What's Wrong with Hiring Today? Are We Looking for Chatbots or Human Beings?

Something's broken in the world of hiring. Companies are so obsessed with finding candidates who check all the boxes—the right degree, keywords, and experience—that they're missing out on the most important qualities: passion, drive, and the ability to actually think.

We're trying to program human beings like we program LLMs. We ask rigid, pre-determined questions, looking for specific answers, instead of trying to understand a candidate's mindset, potential, and way of thinking. We're so focused on assessing what they know that we forget to assess how they learn.

Imagine asking an advanced LLM to perform a complex calculation versus asking it to do 2 x 2. The latter is trivial, a simple test of pre-programmed knowledge. The former demonstrates the LLM's ability to apply its knowledge to a novel problem. Yet, so many hiring processes focus on the 2 x 2 questions, grilling candidates on industry jargon and technical definitions instead of challenging them to think critically and solve real-world problems.

This obsession with pre-existing knowledge is misguided. Knowledge is readily available. We live in the age of information. Anyone can learn anything with a few clicks. But the ability to use that knowledge, to apply it creatively, to adapt to new situations—that’s what truly sets someone apart. And that's what companies should be looking for.

We’re so busy searching for polished diamonds that we’re overlooking the raw potential of coal. We’re dismissing candidates who might not have the perfect resume but possess the grit, determination, and intellectual horsepower to become top performers. We’re prioritizing experience over aptitude and pedigree over potential. It’s a flawed system, and it’s costing companies dearly.

And let's talk about experience. Yes, experience is valuable. But experience alone doesn't guarantee success. I've seen plenty of "experienced" candidates who are complacent, resistant to change, and frankly, a little bit dull. They've learned to play the game, to navigate the corporate bureaucracy, but they've lost the spark of innovation, the drive to push boundaries. They're not leaders, they're managers. And there's a big difference.

The best hires aren't necessarily the ones with the most impressive resumes. They're the ones with the right mindset. They're the ones who are curious, adaptable, and passionate about learning and growing. They're the ones who are excited about solving problems, not just following instructions. They’re the ones who can take a piece of coal and turn it into a diamond.

So, companies, it's time to rethink your hiring practices. Stop looking for human chatbots who can recite facts and figures. Start looking for passionate problem-solvers who can think critically, adapt to change, and drive your business forward. Stop prioritizing pedigree and start prioritizing potential. Stop asking 2 x 2 questions and start challenging candidates to think outside the box. You might be surprised at the talent you uncover.

What are your thoughts? Are companies missing the mark when it comes to hiring? Share your experiences and insights in the comments. Let's fix this broken system together.