Managers Hiring Based on Personal Likes Could Cause Major Workplace Issues

Managers are hiring people based on whether or not they like them personally and it could lead to some big problems at work

A recent report from HR software company Textio reveals that personal rapport often outweighs hard skills in job interview outcomes. Analyzing over 10,000 interview assessments, the study found that candidates who received job offers were 12 times more likely to be described as having a "great personality." Terms like “friendly” and “great energy” were also more commonly used for hired applicants—raising concerns about subjective bias in hiring practices.

Textio’s cofounder Kieran Snyder warns that favoring vague personality traits not only risks overlooking qualified talent, but can also drive high performers away due to a lack of actionable feedback. Gender bias was also evident: men were praised as “confident,” while women were often called “bubbly” or “pleasant.”

To counteract these biases, Snyder recommends clearly defined job descriptions with 3–4 essential skills, helping hiring teams stay focused on qualifications rather than gut feelings.

👉 Read the full article on Fortune