The Top 5 Hiring Styles (And Why They’re Important)

Karen Biscoe, Salary.com contributing writer

Whether you know it or not, most hiring managers have a hiring style that is more reflective of who they are as a person, and not necessarily reflective of the companies for which they work.

However, like a duck drawn to water, people will feel naturally drawn to a culture that aligns with their value system, and thus, they hire accordingly. Over twelve years of recruiting for a wide-variety of companies, industries and alongside highly effective hiring managers, I have outlined below the top five hiring styles.

To the extent this helps you better understand your own hiring style or how to manage your candidacy and expectations as a job-seeker, I do hope this insight helps as you search for that one, true fit!

5. Idealistic

• Prefers a quick process with fewer candidates and lengthier interviews
• Believes there may be only one perfect person for a job within their immediate reach
• Internalizes and identifies concerns on the spot, making a higher percentage of good, gut-level decisions
• Can have impossibly high ideals and expectations, identifying one person with broad and deep skill sets in many areas
• Often loses interest in candidates who have more than one other job opportunity to consider
• Believes the right person would want the job even if it puts the candidate at high personal risk
• Often makes hiring decisions independently, and will only ask for buy-in if necessary

4. Pragmatic

• Qualifies candidates based on specific criteria that may or may not be realistic, idealizing internal referrals
• Works well with disappointments in the process and able to realign priorities if derailed
• Prefers assessment-based decisions and deep due diligence
• Makes better decisions with a larger talent pool and identifies more than two choice candidates
• Will delay hiring if not enough time has been committed to identifying, vetting and prioritizing candidates
• Can make final decision independently, but prefers buy-in at all levels

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Article by Karen Biscoe and courtesy of Salary.com