Hiring should be about finding the right person. Too often, though, the tools and methods organizations use actually work against them. Job postings filter candidates out for lacking skills they could easily and quickly learn. Competency checklists based on someone else's philosophy of what leadership looks like rather than what actually works inside their organization. Assessment tools that aren't scientifically validated or that screen for average profiles when the role needs something entirely different.

The funnel narrows before employers even realize it. And when a poor fit does get through, the individual can spend months or years struggling against expectations that were never clearly defined.

So how should organizations rethink the way they assess and select talent?

My guest this week is Dr. Stephanie Puckett, founder of SynergyMind Consulting. In our conversation, she draws on 20 years of experience in organizational psychology to reveal where hiring processes quietly break down and the implications for both employers and employees when they do.

In the interview, we discuss:

The most common mistakes employers make in hiring

Unintentional restriction of talent pools

Skill and competency transfer

The danger of using tools with no scientific validation

The critical role of talent acquisition teams

Data science versus psychology

Finding confirmation bias in big datasets

The importance of realistic job previews

How will hiring develop in the next 2 to 3 years

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