Chapter 1: The Reality of Hiring Managers

Having spent over 17 years in the recruitment field, I can confidently say that many hiring managers operate on instincts rather than informed strategies.

Does the image below shock you? Are you aware that this reflects the true thoughts of Hiring Managers?

My extensive experience in recruitment has seen me take on various roles: from hands-on recruiter to corporate recruitment trainer, operations director, and global department head. If there’s a recruitment task, I’ve likely tackled it at some point in my career.

Throughout this journey, I have interviewed thousands of candidates, coached numerous interviewers and hiring managers, and trained countless recruiters. I’ve worked on both internal and external recruitment processes, either creating systems from the ground up or attempting to modernize outdated practices.

One undeniable truth emerges: it is exceptionally uncommon to find hiring managers who are thoroughly trained in interviewing and making informed hiring choices. Moreover, it’s rare to encounter those who are genuinely committed to fostering inclusive, diverse, and equitable teams.

In general, hiring managers believe they have a grasp on what to do! After all, they’re assembling their own teams, so they must know what they need… right? Unfortunately, they often lack the necessary insight.

This situation isn’t entirely their fault. They haven’t received the training, coaching, or support needed during interviews and hiring processes. So what can we realistically expect from them?

When collaborating with Talent Teams, Hiring Managers, or Business Leaders, I often find myself needing to help them dismantle and comprehend that their reliance on the elusive "it factor" or "gut feeling" can be detrimental and is rooted in outdated practices.

These so-called "gut feelings" often boil down to ingrained biases, stereotypes, and discriminatory ideals, such as the notions of cultural fit, professionalism, and executive presence.

This challenge is one of the most formidable when working with hiring teams that aspire to adopt more deliberately inclusive practices. Frequently, this reliance on "gut feelings" is so entrenched in the organization's culture that it becomes invisible as a problem—if they ever recognized it as such in the first place!

However, change is possible! Yet, as with all matters related to Talent, Diversity, Equity, and Inclusion, it requires time and dedication to achieve sustainable and meaningful transformation.

Video Title: Things Hiring Managers Hate - YouTube

In this insightful video, we explore the common pitfalls that hiring managers often overlook during the recruitment process. Understanding these issues can pave the way for more effective and inclusive hiring practices.

Chapter 2: The Path Forward

To cultivate a more inclusive and equitable hiring environment, organizations must be willing to invest in training and development for their hiring teams. This commitment can lead to a profound transformation in how candidates are evaluated and selected.

In conclusion, thank you for taking the time to engage with my insights! If you found value in this content, consider showing your appreciation with a few claps, as they help signal to others that my work is worth reading!

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By the way, if you’re curious about my background, I’m Dani Herrera—pleased to meet you! As a DE&I Professional and Speaker with over 15 years of global experience in Talent Operations, Recruitment, Leadership, and Management, I focus on analyzing and refining processes to foster inclusive cultures.

I’ve been honored as one of Mogul's Top 100 DEI Leaders in both 2021 and 2022, as well as being recognized in NYC Latinos 40 Under 40 and named Mentor of the Year in 2022. My work has also been featured in prominent outlets like Forbes, Inc., Business Insider, and Refinery 29, and I’ve spoken at numerous national and international events.

For more information about my work and achievements, feel free to explore further!