By Louisa Smyth, published 4 February 2026
I often hear candidates say, “I wasn’t even considered for a job I could do in my sleep.” My advice is always the same – don’t take it personally. Here’s why.
About 20 years ago, I visited a client to take a job brief. A Finance Director was replacing his Financial Controller, who was emigrating. Both attended the meeting. I had already reviewed the spec, so I brought some CVs to go through together. By the end of the meeting, two CVs stood out. Both ticked all the boxes on paper, both could perform the role at a high level – and yet, each client had completely different favourites. Surprisingly, they were polar opposites.
Two people. One role. One team. One business. Yet, each hiring manager saw something different. The reason for this difference lies in human bias. We don’t see CVs objectively. We see them through the lens of our own experience.
The Finance Director preferred the CV that mirrored his own career: strategic moves, promotions, upward trajectory. He saw ambition, motivation, and shared values. The Financial Controller preferred long tenures and stability – qualities reflecting his own experience. He valued loyalty, commitment, and depth. Were they right to assume these traits from a CV alone? Probably not. But it’s perfectly natural human behaviour, and it happens in recruitment every day.
Bias also shapes other hiring decisions. A recruiter who rejects a candidate because the commute feels too long may have experienced the challenge themselves. A hirer puzzled by someone leaving a job without another in place may be risk-averse and simply unable to relate. At the same time, bias can work in a candidate’s favour. Someone with multi-sector experience may appeal to a hiring manager valuing versatility, while a specialist with long tenure may appeal to someone valuing depth. Interim experience may resonate with someone who understands its value.
How your CV is perceived often depends as much on the reader’s experience as on your own. So, the next time you’re rejected for a role you feel perfect for, remember: it’s not you. It may very well be them. And that’s okay.
For me, this experience was a valuable lesson early in my recruitment career. It taught me the importance of asking the right questions, speaking to the right people, understanding what “good” looks like, and knowing when to challenge and guide thinking. Recruiting from a job spec alone quickly becomes a game of trial and error. If you ever want a conversation with a recruiter who takes the time to truly understand a brief and the right candidate fit, I’m always happy to chat.
