Job seekers with engaging personalities are significantly more likely to receive offers than candidates with stronger qualifications, according to extensive new research from HR technology company Textio.
The study, which analyzed more than 10,000 written interview assessments across nearly 4,000 candidates, found that applicants who secure job offers are 12 times more likely to be described as having a “great personality” than those who are rejected.
“For years we’ve seen how vague, personality-based feedback limits people’s growth once they’re hired. Now we know the same thing happens before they even get the job,” said Kieran Snyder, chief scientist emeritus and co-founder at Textio.
The findings reveal that hiring managers frequently rely on gut feelings rather than structured evaluations when making decisions. Candidates who receive offers are five times more likely to be described as “friendly” and four times more likely to be characterized as having “great energy” compared to rejected applicants.
Gender disparities evident
The research also uncovered distinct patterns in how men and women are described during interviews. Women are 25 times more likely to be labeled as “bubbly” and 11 times more likely to be called “pleasant” than male candidates.
Men, meanwhile, are characterized as “level-headed” 7.5 times more frequently and “confident” seven times more often than women.
Feedback inconsistencies
Interviewers document 39 per cent more feedback when rejecting candidates than when extending offers, the study found. They also write 17 per cent more feedback about women than men, although women are simultaneously more likely to have no documented feedback at all.
The vast majority of rejected candidates — 84 per cent — never receive any explanation about their interview performance, according to the report.
Candidates predict outcomes
Despite the lack of formal feedback, 81 per cent of job seekers report they can accurately predict whether they’ll receive an offer. Men express greater confidence in their predictions than women, as do candidates over 40 compared to younger applicants.
Snyder emphasized that skills-based assessments remain the strongest predictors of hiring success.
“Structured, skills-based interview assessments are a non-negotiable for any effective hiring process. Anything less puts your hiring outcomes, your team’s performance, and your business at risk,” said Snyder.
