The danger of “gut instinct” hiring

The Dangers of “Gut Instinct” Hiring: A Case Study in Bias & Exclusion

Every day, I hear from job seekers who struggle with opaque hiring processes, biased screening methods, and unclear expectations. And every day, I see hiring managers unknowingly reinforcing these problems.

Here are three hiring patterns I see that unintentionally exclude great talent:

1. Hiring Based on Gut Feel Rather Than a Structured Process

I recently saw a post where a hiring manager proudly shared that they hired someone they already knew, without interviewing anyone else. Their justification? “I just knew.”

While relationship-based hiring can work, it bypasses diverse perspectives, limits access to opportunity, and often reinforces homogeneity. If you’re not interviewing a diverse slate of candidates, are you truly hiring the best person or just the most familiar?

2. Requiring a Video Submission to “Screen” Candidates

More companies are requiring video applications before even reviewing a candidate’s experience. The reasoning? “I can tell in two minutes if I want to meet someone.”

This is a textbook example of unconscious bias. It filters candidates based on charisma, speaking style, and personality rather than proven expertise. Not every great leader shines in a five-minute unscripted video, but they might be the perfect strategic mind for the role.

3. Bragging About High Expectations Without Support

Another common trend? Leaders who frame “high expectations and no support” as a badge of honor.

Hiring self-sufficient talent is great, but let’s be clear: even the most experienced professionals thrive in environments where they are set up for success. If your culture prides itself on “figuring it out with no help,” you’re likely fostering burnout, not excellence.

If your hiring process relies on gut instinct, personality-driven screening, or lack of transparency, you might be filtering out your best potential hires.

Thoughts? Have you seen these patterns in hiring? How can companies ensure they are creating fair, inclusive processes that actually attract the best talent?