Hiring Decision Mistakes: Why Gut Feel Isn’t Enough in 2025

Still Hiring on Gut Feel? Let’s Talk About That.

“I Just Got a Good Feeling About Them...”

We’ve all said it. A candidate walks in, charms the socks off the panel, and suddenly they’re top of the pile. But in 2025, relying solely on instinct is a gamble — and an expensive one.

In today’s market, where counteroffers are rife and candidate expectations have shifted, it’s time to rethink how we assess talent.

What the Data Tells Us

A recent CIPD report found that 46% of hiring managers regretted a hire in the last 12 months. Why? Because personality isn’t the full picture.

❌ Interview charisma ≠ performance
❌ Culture fit ≠ capability
❌ Shared interests ≠ commercial return

Hiring based on “vibes” might feel right, but when that person can’t deliver… you’re the one picking up the slack.

Build Structure Into Your Hiring Process

Let’s not lose the human element — but let’s frame it properly.

Here’s how we help our clients:

✅ Benchmark role requirements with market insight
✅ Use structured interview scorecards
✅ Compare candidates with standardised metrics
✅ Validate soft skills with scenario testing

This way, your instinct has supporting evidence — not blind trust.

Comment Below: Do You Still Trust Your Gut?

We’d love to know — how do you balance instinct with structure in your hiring decisions?
Have you ever made a hiring mistake because someone “interviewed well”?

👇 Share your thoughts — and let’s open the discussion.