Overcoming Hiring Bias: Why Great Talent Doesn’t Always Fit the Mold

I recently found my new favourite sub spot, Jersey Mike’s, and during my visit, one employee caught my eye. She was fantastic! Her energy with customers was infectious, and she didn’t just deliver great service; she went a step further by mentoring her co-workers. She truly stood out as an example of great talent in action.

As luck would have it, I bumped into the regional manager on my way out. I couldn’t help but share my thoughts: “You need to recognize her talent and fast-track her to a management position!”

He smiled and replied, “She’s actually the best in my region, and we’re making her the national training manager for Canada.” Then he shared something surprising: he admitted he wouldn’t have hired her if it weren’t for a glowing reference from a friend. Why? Because she didn’t fit their original image—she had a nose ring and brightly dyed hair.

That conversation really got me thinking about hiring bias and the rigid rules many managers still use when screening candidates. Too often, hiring practices rely on outdated filters rather than true potential.

The Problem with Arbitrary Hiring Rules

On LinkedIn, I constantly see posts from managers declaring:

• “I won’t even look at your resume if the font isn’t perfect.”
• “Too much or too little white space is an instant no.”
• “Too wordy or not detailed enough? Straight to the bin.”

These kinds of hiring rules may simplify the screening process, but at what cost? By focusing too narrowly on presentation, you risk overlooking high-performing candidates who bring energy, leadership, and innovation to the role.

Hiring Bias Can Cost You Top Talent

If that Jersey Mike’s manager had clung to his initial bias, he would have missed out on an incredible hire who not only excelled in her role but is now entrusted to train employees across the country.

This story illustrates a powerful lesson: great talent doesn’t always fit the mold. The best hires often bring qualities you can’t see on a resume or filter through rigid rules.

Rethinking Your Hiring Process

So, here’s the question: What unconscious biases or unnecessary rules might be stopping you from finding the right talent?

If you want to attract the best employees, it’s time to:

• Look beyond surface-level details like formatting and “fit”
• Focus on character, skills, and potential to grow
• Recognize that non-traditional candidates often bring unique strengths

Final Thought

Hiring isn’t just about filling roles, it’s about recognizing potential. Breaking free from hiring bias and rigid screening rules could be the key to discovering your next standout performer.

I’d love to hear your thoughts: what practices do you think help or hinder finding the right people? Drop a comment below and let’s start the conversation.