Despite all the buzz around skills-based hiring, many companies are still making decisions based on vibes, not qualifications. A new report from Textio reveals that hiring teams are often swayed by personality and gut feelings rather than actual skills or experience. The analysis of over 10,000 interview assessments found that candidates who landed job offers were twelve times more likely to be described as having a “great personality” compared to those who were passed over.
This trend—dubbed “vibe hiring”—suggests that likability is trumping competence in many hiring decisions. Instead of structured evaluations, some teams rely on memory or offhand impressions, which can lead to inconsistent and biased outcomes. While this may feel more natural, it also risks hiring the wrong people for the job, undermining team performance and business success in the long run.
The report also highlights a gender bias in the way candidates are described. Women are more frequently labeled as “bubbly” or “pleasant,” while men are more often described as “confident” or “level-headed.” This kind of language can influence hiring decisions subtly but powerfully, reinforcing stereotypes and steering outcomes based on personality impressions rather than capabilities.
Interestingly, the report found that feedback plays a big role too. Candidates who received constructive feedback—often those who were eventually hired—tended to perform better. On the flip side, most rejected candidates never heard why they didn’t make the cut. That lack of transparency does a disservice not only to the applicant but to the hiring process itself.
Another layer to all of this comes from Gallup, which points out that candidates judge companies based on how they’re treated during interviews. A well-structured, respectful, and values-driven hiring process makes an impression—and it can influence whether a candidate says yes to an offer.
In the end, companies that want to hire the best talent need to get serious about their approach. That means building structured interviews that focus on necessary skills, using inclusive and intentional language in job descriptions, and moving away from vague, subjective qualifications. Skipping these steps sends the wrong message—not just about the role, but about the company’s values. Skills-based hiring isn’t just a trend; it’s a smarter way to build strong teams and more equitable workplaces.
