Understanding human behavior in recruitment is far more complex than it appears on the surface. Employers often misinterpret what truly motivates candidates to accept positions. At the same time, recruiters and hiring managers remain unaware of how their own unconscious biases influence selection decisions. Traditional approaches built on assumptions rather than evidence leave organizations vulnerable to poor hiring outcomes and missed opportunities with ideal candidates.

So, how can talent acquisition professionals leverage behavioral science to gain a meaningful advantage in understanding and influencing human behavior throughout the recruitment process?

My guest this week is Dominic Ridley-Moy, founder of the Behavior Change Network, a genuine expert in applying behavioral science to real-world business challenges. Dominic brings specialized insight into how our brains make decisions and explains how behavioral science offers employers substantial advantages in creating recruitment processes that align with how people actually think and behave.

In the interview, we discuss:

• How behavioral science is being applied in business

• Using counterintuitive solutions to problems

• Metal shortcuts, unconscious bias, and social stereotypes

• The problems with relying on "gut feel"

• The recruiting cheat code of uncovering a candidate's real motivations

• The vital importance of the first interaction in recruiting

• Example of behavioural science being used effectively in recruiting

• The danger of simple solutions

• What does the future look like at the intersection of behavioural science and technology

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