{"id":3090,"date":"2026-10-19T11:13:08","date_gmt":"2026-10-19T09:13:08","guid":{"rendered":"https:\/\/talent-to-match.com\/?p=3090"},"modified":"2026-10-19T11:21:11","modified_gmt":"2026-10-19T09:21:11","slug":"ai-in-recruitment-how-do-you-avoid-missing-the-best-candidate","status":"publish","type":"post","link":"https:\/\/talent-to-match.com\/en\/ai-in-recruitment-how-do-you-avoid-missing-the-best-candidate\/","title":{"rendered":"Why you sometimes only see green cars during candidate selection"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">You are looking for a new car. After a test drive, you choose a model. Now for the color. Green, for example.   <\/p>\n\n<p class=\"wp-block-paragraph\">From that moment on, you see green cars everywhere. In the parking lot, at the traffic lights, and in streets you drive through every day. <\/p>\n\n<p class=\"wp-block-paragraph\">Those cars were there before, of course. You just didn&#8217;t notice them. <\/p>\n\n<p class=\"wp-block-paragraph\">During an intake for a new hire, I sometimes see exactly the same thing happening.<\/p>\n\n<p class=\"wp-block-paragraph\">We start with an open question: who does this company need today?<\/p>\n\n<p class=\"wp-block-paragraph\">But gradually, an increasingly clear image of the ideal candidate emerges. And before you know it, you are mainly looking for green cars. <\/p>\n\n<h2 class=\"wp-block-heading\"><br\/><strong>How tunnel vision arises in candidate selection<\/strong><\/h2>\n\n<p class=\"wp-block-paragraph\">During an intake, I first want to understand where a company wants to go.<\/p>\n\n<p class=\"wp-block-paragraph\">What is missing in the team today? What challenges are on the table? What should the new employee be able to achieve?   <\/p>\n\n<p class=\"wp-block-paragraph\">For me, those are the most important questions.<\/p>\n\n<p class=\"wp-block-paragraph\">But during the conversation, more and more concrete wishes are added.<\/p>\n\n<p class=\"wp-block-paragraph\">Someone from the same sector would be handy. Experience within a family business is probably important. The candidate should have already led a significant team and preferably experienced a similar growth phase.  <\/p>\n\n<p class=\"wp-block-paragraph\">All understandable criteria.<\/p>\n\n<p class=\"wp-block-paragraph\">Yet something remarkable sometimes happens.<\/p>\n\n<p class=\"wp-block-paragraph\">We are no longer just investigating who can be successful in the role. We begin to form an increasingly detailed image of the person we hope to find. <\/p>\n\n<p class=\"wp-block-paragraph\">That image gives direction to the search. But it can also narrow our view. <\/p>\n\n<p class=\"wp-block-paragraph\">Because once we have determined what the ideal candidate looks like, we primarily recognize candidates who fit that image. <\/p>\n\n<p class=\"wp-block-paragraph\">And other profiles become less noticeable.<\/p>\n\n<h2 class=\"wp-block-heading\"><br\/><strong>Why a familiar CV feels so convincing<\/strong><\/h2>\n\n<p class=\"wp-block-paragraph\">The right job title. A well-known employer. Ten years of experience in the same sector.  <\/p>\n\n<p class=\"wp-block-paragraph\">Such a CV is an easy read.<\/p>\n\n<p class=\"wp-block-paragraph\">You immediately see why the candidate could be interesting. Little explanation is needed, and the experience seems to align well with what you are looking for. <\/p>\n\n<p class=\"wp-block-paragraph\">That feels familiar.<\/p>\n\n<p class=\"wp-block-paragraph\">And yes, I catch myself doing it too.<\/p>\n\n<p class=\"wp-block-paragraph\">Sometimes I read a CV and think almost immediately: this could be the right candidate.<\/p>\n\n<p class=\"wp-block-paragraph\">But when I look critically at that first impression, I sometimes notice that I am mainly recognizing what we discussed during the intake.<\/p>\n\n<p class=\"wp-block-paragraph\">That is not the same as knowing whether someone is suitable.<\/p>\n\n<p class=\"wp-block-paragraph\">A candidate with a different background often requires more thought.<\/p>\n\n<p class=\"wp-block-paragraph\">Which experience is transferable? Why would someone from another sector still be able to understand the market quickly? And what responsibilities has that person held that are relevant to this position?  <\/p>\n\n<p class=\"wp-block-paragraph\">That requires looking beyond the information you immediately recognize.<\/p>\n\n<p class=\"wp-block-paragraph\">A familiar CV can, of course, still be the best choice. I just want to understand why. <\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Recognition can be a good reason to look further, but it should not be the only reason to find someone suitable.<\/strong><\/p>\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n<h2 class=\"wp-block-heading\"><br\/><strong>Sector experience: necessary or mainly reassuring?<\/strong><\/h2>\n\n<p class=\"wp-block-paragraph\">Take sector experience.<\/p>\n\n<p class=\"wp-block-paragraph\">Almost every client asks for it. And often, that is completely justified. <\/p>\n\n<p class=\"wp-block-paragraph\">But I always want to understand exactly what that experience is supposed to prove.<\/p>\n\n<p class=\"wp-block-paragraph\">Does someone need to know the customers and the market already? Is specific product knowledge necessary? Do you expect the new employee to bring a relevant network?  <\/p>\n\n<p class=\"wp-block-paragraph\">Or do we mainly want to avoid someone needing time to get to know the company and the sector?<\/p>\n\n<p class=\"wp-block-paragraph\">Those are different reasons for finding sector experience important.<\/p>\n\n<p class=\"wp-block-paragraph\">Sometimes that experience is truly necessary. In other cases, it mainly provides a sense of security. <\/p>\n\n<p class=\"wp-block-paragraph\">And sometimes the requirement ensures that you exclude candidates who could actually bring interesting insights.<\/p>\n\n<p class=\"wp-block-paragraph\">Someone who hasn&#8217;t worked within the same sector for years can ask different questions. Perhaps that person notices things that have long been taken for granted internally. <\/p>\n\n<p class=\"wp-block-paragraph\">That doesn&#8217;t mean you should just scrap sector experience from your search profile.<\/p>\n\n<p class=\"wp-block-paragraph\">It does mean you should be able to clearly explain why that experience is important.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>A good selection criterion helps you assess suitability. It is not just intended to reassure you. <\/strong><\/p>\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n<h2 class=\"wp-block-heading\"><br\/><strong>Three questions to critically review your search profile<\/strong><\/h2>\n\n<p class=\"wp-block-paragraph\">A clear search profile remains important. Without clear criteria, conversations are quickly steered by personal preferences and first impressions. <\/p>\n\n<p class=\"wp-block-paragraph\">So the solution is not to let go of all requirements.<\/p>\n\n<p class=\"wp-block-paragraph\">It&#8217;s about regularly checking if they still align with what the company needs.<\/p>\n\n<p class=\"wp-block-paragraph\">Three questions help with that.<\/p>\n\n<h3 class=\"wp-block-heading\"><strong>1. What does this person really need to achieve?<\/strong><\/h3>\n\n<p class=\"wp-block-paragraph\">Don&#8217;t start with the desired CV, but with the assignment.<\/p>\n\n<p class=\"wp-block-paragraph\">What needs to change when this person comes on board? What challenges must he or she tackle? And what do you concretely expect from the new employee?  <\/p>\n\n<p class=\"wp-block-paragraph\">The answers make it clearer which experience and skills are truly important.<\/p>\n\n<h3 class=\"wp-block-heading\"><strong>2. What behavior shows that someone can do this?<\/strong><\/h3>\n\n<p class=\"wp-block-paragraph\">A job title tells you what someone has done on paper. But what responsibilities did that person actually carry? <\/p>\n\n<p class=\"wp-block-paragraph\">What decisions has someone made? Which results are relevant? And how did that person handle challenges similar to those within your company?  <\/p>\n\n<p class=\"wp-block-paragraph\">By asking further about this, you can assess candidates better than if you look exclusively at their career path.<\/p>\n\n<h3 class=\"wp-block-heading\"><strong>3. Which candidates are we missing due to our current criteria?<\/strong><\/h3>\n\n<p class=\"wp-block-paragraph\">This is perhaps the trickiest question.<\/p>\n\n<p class=\"wp-block-paragraph\">Suppose you encounter a candidate who does not come from the desired sector, but does have experience with exactly the organizational challenge you are looking for someone to solve.<\/p>\n\n<p class=\"wp-block-paragraph\">Would you invite that person?<\/p>\n\n<p class=\"wp-block-paragraph\">Or are they already rejected because the CV doesn&#8217;t sufficiently resemble the original profile?<\/p>\n\n<p class=\"wp-block-paragraph\">It can be valuable to consciously consider during the search which candidates you might be excluding. Not to have to give everyone a chance, but to prevent an overly strict search profile from keeping relevant people out of sight. <\/p>\n\n<h2 class=\"wp-block-heading\"><br\/>Dare to return to the original question<\/h2>\n\n<p class=\"wp-block-paragraph\">We like to say we are looking for potential.<\/p>\n\n<p class=\"wp-block-paragraph\">But in practice, we often look for evidence that we immediately recognize.<\/p>\n\n<p class=\"wp-block-paragraph\">That&#8217;s why, during an <a href=\"https:\/\/talent-to-match.com\/en\/executive-search\/\" target=\"_blank\" rel=\"noopener\">executive search<\/a>, I try to regularly return to the original question.<\/p>\n\n<p class=\"wp-block-paragraph\">What exactly does someone need to achieve here? And what behavior gives us confidence that this person can do that? <\/p>\n\n<p class=\"wp-block-paragraph\">That helps to critically review the search profile again.<\/p>\n\n<p class=\"wp-block-paragraph\">It may then turn out that our original requirements are still exactly right. Fine. <\/p>\n\n<p class=\"wp-block-paragraph\">But we might also discover that certain criteria are less important than thought. Or that a candidate with a different background can still be particularly relevant. <\/p>\n\n<p class=\"wp-block-paragraph\">It&#8217;s not about selecting less critically. It&#8217;s about critically assessing the right things. <\/p>\n\n<p class=\"wp-block-paragraph\">When you are hiring new employees yourself, that is also an important step. In my <a href=\"https:\/\/talent-to-match.com\/en\/hire-blueprint\/\" target=\"_blank\" rel=\"noopener\">HIRE System<\/a>, I help SMEs to more sharply define who they need and how they can assess candidates more purposefully. <\/p>\n\n<p class=\"wp-block-paragraph\">A good search profile should support your search. Not prevent you from seeing other possibilities. <\/p>\n\n<p class=\"wp-block-paragraph\">Sometimes you simply end up back at the profile you started with.<\/p>\n\n<p class=\"wp-block-paragraph\">But not always.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>That&#8217;s exactly why it pays to occasionally look consciously at something other than green cars.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>A familiar CV quickly seems like the right match. Discover how tunnel vision arises in candidate selection and how you might be missing out on interesting candidates. <\/p>\n","protected":false},"author":11,"featured_media":3093,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[28],"tags":[],"class_list":["post-3090","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-newsletter-2"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Candidate selection: how to recognize tunnel vision<\/title>\n<meta name=\"description\" content=\"A familiar CV quickly feels right. 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