Most managers would like to think they base their hiring decisions on candidates’ skill. But new research suggests that once a candidate passes through an initial HR screening, a bigger factor comes into play: how similar the interviewee is to the person doing the hiring. Kellogg School of Business assistant professor Lauren Rivera spent nine months embedded in a professional service organization and noted three key reasons why this takes place: the "Will this person fit in?" question; the fact that people define merit on the basis of their own experiences; and that managers get excited by candidates who have similar passions and interests. Hiring managers forget that "there are other ways people can a) be likeable and b) be socially skilled other than being a mirror image," Rivera says.
More here: Hirable Like Me (Kellogg Insight)
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