Hiring? How NOT To Let Assumptions Cost You Top Talent.

When hiring for my team, I interviewed a candidate who was, on paper, a perfect fit for the role. They had the right qualifications, excellent experience, and a solid understanding of what the job required. Yet, there were a couple of things that made me pause.

First, they joined the video interview wearing a casual t-shirt, looking more like they were relaxing at home than attending a professional meeting. Additionally, their email responses during the hiring process had been slower than expected, raising concerns about their ability to communicate effectively.

Despite these reservations, I knew this candidate was a perfect fit for the role.

Rather than letting these perceived “red flags” drive my decision, I addressed my concerns head-on.

🎯 Having an honest conversation:

I scheduled another call with the candidate and was transparent about my concerns. I shared my observations about their slow email response time and explained how this might lead to communication challenges if they joined the team.

The candidate gave reasonable explanations, which helped address my doubts.

I extended them an offer, and I’m so glad I did! This candidate turned out to be one of the best employees I’ve ever worked with.

🎯 The problem with assumptions:

This experience taught me an invaluable lesson as a hiring manager: we often create stories in our heads based on assumptions rather than facts. A casual outfit, slow email response, or other small behaviors can lead us to form biases that cloud our judgment.

What we, as hiring managers, need to ask ourselves is this: Are these concerns really reflective of the candidate’s qualifications and ability to do the job?

If not, why let these “red flags” dictate our decisions?

Do you need a qualified candidate who'd provide excellent work and you've just interviewed one? If you have some concerns that have nothing to do with their qualifications and experience, don’t let assumptions guide your decision.

🎯 How to approach perceived red flags:

✅ Address the concern directly. Instead of making assumptions, have a candid conversation. Candidates deserve a chance to explain themselves.

✅ Separate perception from reality: Focus on whether the concern impacts their ability to perform the job effectively.

✅ Be transparent: Share your concerns and give the candidate an opportunity to provide clarity. This not only helps you but builds trust with the candidate as well.

🎯 The value of empathy in hiring:

By allowing candidates to address concerns, you show empathy and a willingness to see the bigger picture.

Hiring is not about finding someone who fits into a preconceived mold, it is about identifying potential, capability, and alignment with the role and the team.

If I hadn’t picked up the phone to address my concerns with this candidate, I might have missed out on a star team member.

Don’t let assumptions hold you back from making the best hire for your team.