internal egos
In-Finite Opportunities Network

Don’t Get In Your Own Way: How Internal Egos Can Affect the Hiring Process

Regardless of your industry, today’s business environment is competitive. You feel this truth in your annual budgets, in your sales reports, and certainly in your hiring process.

We’ve been addressing some of the challenges and opportunities businesses face when recruiting new talent, and we’d like to highlight something we see all too often: the impact of internal egos. 

We’re talking about personal biases and inflated egos can throw a hiring process off the track–thus hindering your team in this ultra-competitive landscape. An outsized ego can diminish the clarity of team goals and harm company culture. One bad apple can spoil the bunch, as you know.

So, how does a team like yours examine the potential for a problem here?

Understanding the Impact of Ego in Hiring Decisions

When hiring decisions are steered by the egos of those in charge, the results can diverge dramatically from the ideal objective outcome. Ego-driven decisions naturally conflict with team-oriented goal-setting. When your team is planning to bring in a new personality, anything that pulls people off-course is a problem.

What do we mean by “ego-driven decisions”? Think about the subtle undercurrent of personal biases, preferences, and unacknowledged preferences that bubble up in just about any corporate setting. Dealing with egos is a byproduct of working with other people, but teams are most efficient when they set individual egos aside. Our egos are not immediately concerned with objective judgment; they strive to satisfy themselves. 

Consider the scenario wherein a charismatic candidate overshadows a more competent but less assertive contender. Here, the hiring manager’s preference for confidence (often a reflection of their own personality) trumps actual qualifications. 

This bias, while seemingly innocuous, can result in a team stacked with similar personas, echoing a single viewpoint. The danger lies not just in the loss of diversity (more on that in a moment) but in the creation of an echo chamber, where novel ideas and critical thinking are inadvertently quashed. 

Ego, in this hiring context, isn’t just about arrogance; we’re talking about a fundamental flaw in interpersonal communication that can lead to a cascade of issues – from hiring the wrong candidate for the wrong reasons to creating a homogenous workforce that stifles innovation and diversity. It’s a big deal!

Barriers to Diversity and Inclusion

That image of an homogenous workforce is probably not on your list of goals for the next year. Your team is likely planning to grow in ways that recruit and support a diverse roster of talented professionals. 

Unconscious biases and prejudices that flare up in the hiring process can derail that work. 

When such biases go unchecked, they often lead to an increasingly narrow selection pool, inadvertently favoring candidates who mirror the existing team’s demographics or the decision-maker’s personal preferences. Over time, your team may find it’s come to lack the breadth of skills and viewpoints necessary to adapt and innovate in today’s fast-paced business environment. By failing to recognize and address these biases, organizations miss out on the rich array of talent available, thereby hindering their potential for growth and competitiveness in the market.

So, go back and review some of your recent hires; how did the process go? Who was involved? How did your team land on your eventual employee over the other candidates? Which runners-up showed promise that might have ultimately been missed? These are helpful questions to ask when scrutinizing your own team’s biases. You may not find anything worrisome, but you may find threads to pull in your communication dynamics. 

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If you’ve been met with the same general suite of candidates, open your doors to candidates who might not fit the traditional mold but have the potential to bring invaluable insights and dynamism to the team. Embracing diversity and inclusion is a strategic advantage in an increasingly complex and interconnected world. It’s time to move beyond token gestures and embed these values into the core of our hiring strategies, creating a workplace that truly reflects the rich tapestry of the society we operate in.

The absence of such diversity can stifle creativity and hinder the organization’s ability to adapt and innovate in a rapidly changing global market. Again, this is about more than just your hiring process.

Impact on Organizational Culture

Losing sight of objective, team-oriented goals can ultimately degenerate into a stagnant company culture, one that is resistant to change and innovation. We’re now talking about the broader effect of ego-driven decision-making.

In an environment marred by egocentric hiring practices, the repercussions extend beyond immediate team dynamics. It affects employee engagement and morale, as the workforce quickly senses the lack of diversity and inclusivity. Employees in such cultures often find themselves in a state of conformity, where challenging the status quo or introducing new ideas becomes increasingly difficult. The absence of varied perspectives can lead to groupthink, where decision-making is impaired, and creativity is stifled. This not only hampers problem-solving capabilities but also impacts the company’s ability to innovate and adapt in a competitive marketplace.

Guess what? This problem tends to compound. The further you go down this path, the more your hiring process will be tinged with inflated egos, which worsens those team communication dynamics across your company.

To cultivate a thriving organizational culture, your executive team must recognize and rectify the influence of ego in hiring. 

Doing so will foster an environment that values different viewpoints. Your team will have begun to implement the talking points that so many corporate cultures espouse. A culture enriched with diverse perspectives is more resilient, adaptable, and creative. It’s an environment where ideas flourish. 

When hiring, you’re doing more than just filling vacancies. Your team should understand that you’re all shaping the future of your organization, one interview at a time. Scrutinize your team. Identify weak points. And then celebrate your shared successes. 

Strategies for Mitigating Ego in the Hiring Process

All right, so what are you supposed to do about all that? You’re busy. Your team is busy. Isn’t this egocentric issue somewhat… intangible?

Here are five actions your team can begin to take to cut down on the influence of individual ego in the hiring process, if you think it’s come to that:

  • Implement Structured Interview Techniques: Standardize the interview process. That’s an easy way to start. Have your team draft a set of predetermined questions that focus on actual skills and experience. This will place candidates on an even foundation, helping your decisions down the line. Use behavioral interview techniques to understand how candidates have handled situations in the past, providing a more accurate picture of their capabilities and work style. Consider in-depth screenings, but beware the pitfalls.
  • Assemble Diverse Hiring Panels: Bring together a diverse group of individuals from different backgrounds, departments, and levels within the organization to be part of the hiring process. Let a manager in one division interview a candidate interested in a role with another division. Cross-pollinate your hiring process. This diversity in a panel like that will counter individual biases and offer a broader perspective on the candidate’s fit. The varied viewpoints help in scrutinizing decisions and ensuring they are made based on merit, not personal affinity.
  • Promote Awareness of Unconscious Bias: Conduct training sessions for everyone involved in the hiring process to recognize and understand their unconscious biases. These can be a bit tedious, sure, but you can customize this training to fit your company. Awareness is the first step to change. By acknowledging that we all have biases and learning how to manage them, the hiring process becomes more fair and equitable.
  • Establish Clear, Objective Criteria for Evaluation: Before the hiring process begins, define the specific skills, experiences, and qualities that are necessary for the role. Make these criteria the cornerstone of the evaluation process. Refer to this list often. This approach ensures that decisions are based on how well candidates meet these predetermined qualifications, rather than on subjective impressions.
  • Encourage a Culture of Accountability and Reflection: Foster a workplace culture where decision-makers are held accountable for their hiring choices. Encourage regular reflections and discussions about the hiring process and its outcomes. This practice promotes a culture of continuous learning and improvement, ensuring that hiring decisions are constantly scrutinized for fairness and effectiveness.

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