How Smart Companies Are Reinventing Recruitment

Claire Monroe

Hey everyone—welcome back to The Science of Leading. I’m Claire Monroe, and as always... I’m here with the one and only Edwin Carrington. Edwin, how’s it going today?

Edwin Carrington

Doing well, Claire. Always good to dig into these conversations. And today’s? I think it’s one a lot of people need to hear. Might ruffle a few feathers.

Claire Monroe

Ha—yeah, no kidding. So, we’re getting into why, like, old-school hiring just... doesn’t really work anymore. And honestly? I feel like a ton of companies are still kinda stuck in the past.Like—I remember this job I applied for early in my career. I was so excited, right? Did all my homework, felt like I really nailed it.But I never even got a call back.And later I found out their system just, like, filtered me out... all because I didn’t use the “right” keyword on my résumé.It was super discouraging. And it made me wonder—how many great people are getting totally overlooked?

Edwin Carrington

That’s a textbook example, Claire. And it happens way more than people realize.This whole “filter by keywords, go with your gut” approach—it feels familiar, sure. But it’s... broken.CVs and applications? They only tell you what someone’s done—not how they’ll actually perform or mesh with your team.And gut instinct? Honestly, that’s usually just another name for bias.We’ve talked about this before—but a bad hire? It’s not just the salary. It’s lost time, frustrated teams, missed opportunities.In today’s talent market? That’s a price most companies just can’t afford anymore.

Claire Monroe

Right—and I think a lot of leaders still don’t see those hidden costs. Like, it’s not just about filling a chair.If you hire the wrong person? You’re actually slowing your team down.And I mean—we’ve seen this in other episodes, especially when we talked about founders making that first hire.One person can completely shift the vibe... or the momentum.So, I’ve gotta ask—why are so many companies still clinging to this old way of doing things?

Edwin Carrington

Because change is uncomfortable. Even when the current system’s broken, it’s familiar.And sometimes leaders just... don’t realize there’s a better way.But the game’s changed. Candidates have more options. The best ones? They’re not waiting around for some clunky, impersonal process.If you're still relying on gut feel and résumé scans? You’re not just missing out—you’re falling behind.

Claire Monroe

Yeah... and it’s kinda wild, right?Like—we live in a world with so much data and tech.And yet... we’re still letting “vibes” decide who we hire?Okay—but let’s shift gears.If companies want to do better—and they can—what should they focus on?It’s not all bad news, right?

Edwin Carrington

Not at all.Actually—one of the biggest levers companies have? It’s their employer brand.And I don’t just mean a slick careers page.I’m talking real stories. Real values. Real culture.I worked with this tech startup once—they were struggling, barely getting applicants.Then they started sharing behind-the-scenes stories from employees—like, day-in-the-life stuff.Within weeks? They had people reaching out who weren’t even job hunting.They just... connected with the story.

Claire Monroe

That’s so cool.I think a lot of companies hear “brand” and immediately think... logo. Or maybe the product.But it’s so much more than that. It’s the whole vibe you give off.And I love that idea—sharing real employee stories?Way more authentic than just slapping “Great Place to Work!” on a billboard.

Edwin Carrington

Exactly.Candidates today are sharp—they can smell generic messaging a mile away.What really works is showing your values in action.If you’re remote-first, talk about how you make flexibility work.If you promote from within, highlight that growth path.And don’t sleep on social media—it’s not just for marketing anymore.It’s a magnet for talent.When you humanize your brand, you don’t just attract applicants.You attract the right ones.

Claire Monroe

Yeah—and I guess that’s where referrals come in, too, right?Like, if your team loves working there, they’re gonna talk about it.But if you’re just another bland company? No one’s gonna hype you up.So, for any leaders listening—what’s one thing they can do, like, this week to build a better employer brand?

Edwin Carrington

Start simple.Post a real story from someone on your team—why they joined, what they love, or even something they struggled with.That kind of honesty? It draws people in.And if you’re not sure what your brand is?Ask your employees.They’ll tell you what makes your company special. That’s your message.

Claire Monroe

I love that.And, like, it’s kinda freeing to realize—you don’t need some massive budget.Actually... that reminds me of something I’ve been meaning to ask.Edwin, how can smaller companies actually pull this off... if they don’t have a full HR department or, you know, tons of tools?

Edwin Carrington

That’s a great question, Claire.You don’t need a giant team to hire smart.It starts with intention.Even budget-friendly tools—like lightweight applicant tracking systems—can help keep things organized and reduce bias.And assessments? There are scalable ones out there.OAD’s personality surveys, for example—super accessible.Even small companies can use them to go beyond just the résumé... and really understand who’s going to thrive in the role.

Claire Monroe

So, it’s really about being thoughtful, right?Like—not just posting the job and hoping for the best.But sitting down and thinking: what does success in this role actually look like?And then using tools that help you match people to that.We’ve talked about how assessments can reveal things you’d never see on a résumé...But what about, like, culture-fit interviews? How do those work in real life?

Edwin Carrington

Culture-fit interviews are all about digging deeper.Instead of the usual “Where do you see yourself?” stuff... you ask questions that reveal values, adaptability, work style.Like—“Tell me about a time you had to adapt to big change at work. What did you do?”Or—“What kind of team setup brings out your best?”These give you a window into how someone’s really going to show up.And when you pair that with assessment data?You’re not just guessing. You’re making smarter, fairer choices.

Claire Monroe

That’s so helpful.And honestly, I love that it’s not about checking boxes—it’s about building a team that, like... actually works.But here’s my last question: once you’ve got all this set up, how do you make sure it keeps getting better?Like—how do you avoid falling back into old habits?

Edwin Carrington

Great question.Hiring should be a living process.Track what’s working—look at time-to-fill, quality of hire, retention.Talk to your hiring managers. Get feedback from new team members.And adjust as you go.The best companies? They treat hiring as a learning loop.They know even small tweaks—done consistently—can lead to major improvements over time.

Claire Monroe

That’s so true.And it makes hiring feel less like a chore... and more like a way to shape your future.Which, honestly, is kinda exciting.Edwin—thank you, as always, for your wisdom.And thanks to you for listening to The Science of Leading.We’ll be back soon with more on building better teams and smarter hiring.Edwin—always a pleasure.

Edwin Carrington

Likewise, Claire.And hey—if you’re curious about how tools like OAD can help you streamline hiring and really improve team fit...You test it for free at o-a-d-dot-a-i.It’s a simple step that can make a big difference.Take care, everyone.And remember—the science of leading?It’s always evolving.See you next time.