Recruiting using technology is a challenging mission. We are looking for specific skill sets, strengths, and experience to supercharge our team’s performance. At the same time, we need to consciously curate our team to complement each other.

When considering different recruiting methods, as a Startup, one of the biggest questions to be asking yourself: How can we optimize our Recruitment Processes to identify the best talent fairly & quickly.

Most HR’s often find themselves trying to find the balance between objective and subjective recruiting methods.

Subjective Recruiting

Traditionally, Startups heavily relied upon subjective recruiting techniques, by focussing on subjective insights such as:

  1. Experience indicators (former job titles etc)
  2. Knowledge indicators (Education, level of degree)
  3. Character indicators (referrals and in-person impressions)

Subjective insights were used by recruiters to build a “gut feeling” about the candidates. While it is natural for interviewers to look out for people with qualities they personally value, it is often difficult to arrive at a consensus, as these opinions come from different people with different filters.

They are useful, but they don’t paint the complete picture. Assessing candidates on subjective criteria gives room for unconscious bias and tends to either overvalue or undervalue personality factors such as charisma and extroversion. Assumptions might be correct, but often times, they can be wrong. And false negatives are as equally frustrating as false positives. Subjective indicators are valuable and informative, however, they shouldn’t be the only determinants in a hiring decision.

Objective Recruiting

Objectivity is valuable, but in isolation, it forgets the human element. When searching for a programmer, the need goes beyond experience, personality, and cultural fit. Instead, the focus should be on traits such as problem-solving skills and coding expertise. The biggest question most HRs face in objective recruiting is that the personal and intuitive aspect will be lost. Initially, yes. And it is not a bad thing.

Objectivity allows one to recruit at a scale and swiftly identify the most skilled people to advance through the pipeline.

But when the recruitment process is completely based on objective assessment, it’s easy to forget the human element such as:

  1. Attitude
  2. Understanding
  3. Communication style
  4. Alignment with team values etc.

The Objectivity/Subjectivity Balance:

The best outcome comes from focusing on objective insights in the first phase of the recruiting process and then, assessing subjective insights.

Tech Recruiting Assessments complement subjective interviews, allowing one to quickly and comprehensively determine the candidate’s fit for the position. Objective assessments also reduce hiring costs, increase candidate engagement in the form of tests and hence produce better results in the long-run.

Finding the right balance between subjective and objective recruiting is a key to success in recruitment.