Psychology Hiring Tricks
Used by Hiring Managers
to Find the Best Candidate
INTRODUCTION
Finding the perfect candidate for a job can be a difficult task for hiring managers. They have to sift through countless resumes, conduct interviews, and make tough decisions. But what if I told you there are some nifty psychology tricks that hiring managers use to find the best candidate? Yep, it’s true!
So, buckle up, because I’m about to take you on a rollercoaster ride through the world of hiring psychology. But before this, let’s look at some statistics, a survey by CareerBuilder stated that almost 75% of employers have experienced the consequences of a bad hire. The financial impact of such a decision is significant, with the average cost of a bad hire amounting to almost $15,000. But losing a good hire is even more expensive, with an average cost of nearly $30,000.
Crafting the Perfect Job Ad with Heart
Job ads that seem to touch your heart don’t happen by accident. Hiring managers carefully craft the language to evoke positive emotions, painting a colorful picture of the company culturef and tapping into candidates’ deepest motivations like personal growth and making a meaningful impact.
The Warm Halo Effect
That lovely feeling of instant connection you get when meeting someone new? That’s the Halo Effect. Hiring managers use this psychological phenomenon to create a warm and welcoming atmosphere during interviews, making candidates feel comfortable, valued, and more willing to share their true selves.
The Power of Mirroring
Mirroring is the natural tendency to adopt another person’s body language, tone, and expressions when we feel connected.
Hiring managers use this to create a sense of trust and familiarity, putting candidates at ease and fostering open communication.
The Art of Storytelling
Stories have the power to stir emotions and create lasting memories. Hiring managers use storytelling during interviews to engage candidates and bring the company’s values and culture to life, helping them imagine their future within the organization.
The Power of Social Proof
The reassurance we feel when we see social validation is called social proof. Hiring managers harness this by showcasing their company’s achievements, testimonials, and social media presence to create a sense of credibility and desirability, making candidates eager to join the team.
Anchoring the Heart
First impressions are potent, and hiring managers use the anchoring effect to create a strong, positive initial impression of the company and the role. By setting high expectations and presenting an appealing offer from the start, they capture candidates’ hearts and minds.
The Scarcity Principle
The scarcity principle makes opportunities seem more valuable when they’re limited. Hiring managers use this tactic to encourage candidates to act quickly and invest more effort into the application process, increasing the chances of finding the perfect fit.
The Contrast Effect
The contrast effect is our tendency to perceive things as more (or less) appealing when compared to others. Hiring managers use this to emphasize their company’s unique benefits and perks, making the opportunity shine and increasing the likelihood of candidates accepting an offer.
Conclusion
Knowing the psychological techniques that hiring managers employ can give you a competitive advantage in the job market. By familiarizing yourself with these strategies and taking steps to prepare, you can increase your chances of standing out as the strongest candidate for the position. It’s important to focus on establishing a positive relationship, highlighting your accomplishments and distinctive traits, and comprehending the company’s culture and principles. Armed with these tactics, you’ll be better equipped to navigate the hiring process and land your ideal job. As you embark on this journey, keep in mind that hiring managers are increasingly using AI tools like HireME to select the best candidate for their organization.
