Talent acquisition is fundamentally about people making decisions, but how often do we stop to consider why people make the decisions they do? Whether it’s a recruiter screening a resume, a hiring manager assessing a candidate or a successful applicant deciding whether to accept the role, behavioral science plays a role in every step of the process.

Yet, despite its power, the psychology of hiring goes unnoticed, operating in the background rather than being used strategically. What if we could harness it to improve candidate experience, reduce bias, and make hiring more effective?

My guest this week is Stephen Reilly, an experienced Global Talent Acquisition & Talent Transformation Specialist. In our conversation, he explains how behavioral science and psychology influence hiring, why recognizing these patterns is critical, and how TA leaders can apply these insights to transform their processes.

In the interview, we discuss:

• Behavioral science and behavioral psychology

• Why behavioral science is so vital in TA right now

• Transparency in the candidate experience

• Small interventions that make a massive difference

• How recruiters are already using behavior science but might not realize it

• Apply science at scale to recruiting.

• Process optimization and evolution

• Advice to TA leaders on the first steps to take

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