Fair Process, Unfair Outcomes
A Discussion on How Hiring Actually Works
In this LinkedIn Live session, I was joined by Matt Beedle, Headhunter and Owner of Openbook Executive, to explore a question many executives and professionals in Basel, in Switzerland and beyond are asking:
Why does following the hiring process correctly so often lead to disappointing outcomes?
Our conversation focused on how hiring really works inside organisations, and why logical, capable people can find themselves stuck despite doing everything “right”.
You can watch the full discussion below.
Here is an outline of the themes we covered, along with practical takeaways.
1. Process vs Judgement
We discussed the distinction between:
• Hiring process
• Hiring decisions
Most formal processes are designed to manage volume and reduce risk. They are not designed primarily to exercise deep judgement.
This creates a gap between compliance and impact.
2. Emotional Decision-Making in Professional Hiring
Despite the structure, most hiring decisions still contain a strong emotional component.
We explored:
• How quickly first impressions form when a CV is opened
• Why narrative coherence matters more than keyword density
• The limits of assuming the system is purely logical
3. The Role of AI in Modern Job Search
AI tools are increasingly used to optimise CVs and applications.
We examined:
• Where AI genuinely helps
• Where it creates uniformity
• Why abstraction and generic language reduce differentiation
4. What Actually Motivates Talent Partners
From Matt’s headhunting perspective and my internal hiring experience, we unpacked what drives recruitment professionals in large organisations:
• Time to hire
• Credibility with hiring managers
• The need to curate rather than overwhelm
Understanding these drivers changes how you position yourself.
5. Differentiation Beyond Buzzwords
We discussed why:
“Results-driven, strategic, cross-functional, global”
is rarely memorable.
And why specific, contextual examples of impact create immediate credibility.
6. Interview Posture: Exam vs Peer Conversation
One of the most important mindset shifts we covered:
Interviews are not exams.
At mid-to-senior level, they are conversations between adults trying to determine whether a complex problem can be solved together.
That shift alone can significantly alter the dynamic.
7. Networking Without Artificiality
We also touched on networking.
Not as forced transactional behaviour, but as:
• Re-engagement
• Curiosity
• Problem-led conversation
Often starting with people you already know.
Practical Takeaways
If you are currently navigating the job market, consider the following:
• Treat your CV as a persuasion document, not a data archive
• Reduce abstraction and increase specificity
• Apply quickly when using a formal application strategy
• Validate your answers in interviews rather than assuming alignment
• Think about the hiring manager’s real problem, not just the job description
• View silence as structural information, not personal judgement
Most importantly:
Do not assume the visible process reflects how decisions are actually made.
The hiring system is not irrational.
It is human.
Understanding that distinction is often the first strategic advantage.