A master of the intersection that exists between deliberation, mindfulness and psychology — and the interaction between those things — Malcolm Gladwell is a well-respected, best-selling author and philosopher.

Through his writings, we can see that Gladwell has an uncanny ability to decipher the subconscious and to apply his understandings of the inner workings of the human mind, providing thorough explanations about human behaviors and tendencies. It’s because of Gladwell’s deep wisdom that we are excited to welcome him to Indeed Interactive to deliver a keynote presentation “Humanize Your Hiring Through the Power of Storytelling.”

With best-selling books like Tipping Point, Blink and Outliers, Gladwell is a man who encourages deep thinking while paying close attention to the bigger narrative that exists around all of us—an anecdotal sphere where interconnectivity is ever present and undeniable when given proper attention.

Gladwell’s big ideas draw comparisons and relationships between things that the average person may initially overlook, but through his writings and theories, it’s often hard to dismiss the parallels he finds, causing his audience to reconsider the world around them and their place within that world.

As companies move into more deliberate, human-centered hiring practices, instilling the human touch within their recruitment and interview models, Gladwell’s human-centered ideas can validate the viability in such efforts. So, how can we apply Gladwell’s big ideas to the evolution of hiring practices and company culture? One example can be found in his best-seller Blink.

Blink: The Power of Thinking Without Thinking | The Art of “Thin-Slicing”

Blink explores the subconscious tendency to act without thinking, based on internalized biases and preconceived notions. The theories in Blink explore how we act without deliberation because we’ve been hardwired by our experiences to feel a certain way. By introducing the art of “thin-slicing,” as Gladwell calls it, we can become more mindful and positively impact the outcome of different situations. “Thin-slicing” encourages the marriage of both cognizance and intuition, rather than allowing the interference of overanalysis to interrupt our instincts.

Sometimes, interviewers look too closely at a position’s criteria in a check-the-box or formulaic fashion, often overlooking the unique attributes and qualifications a candidate may have. Instead, as this year’s conference theme suggestions, humanize your hiring efforts and allow yourself to dismiss the checkboxes and look at a candidate with mindfulness—looking for their passions and capabilities instead of their on-paper qualifications.

Indeed has studied the value of hiring passionate employees. And it’s proven that passionate employees are more productive, more innovative, and inspire their teammates to do their best. Instead of looking at standard checklists, consider looking at common attributes of individuals who possess passion and a commitment to personal and professional growth.

So, instead of going through a standard checklist, attempt to thin-slice your experience. Using your awareness, are you able to determine a candidate’s enthusiasms and capabilities beyond paper? If you based your candidate perception on gut instinct rather than long-winded analysis, how could your opinion differ? By learning to identify attributes of top performers and honing in on intuition, you’re likely to begin making more sound, more profitable, and more viable hiring decisions, which could have a measurable impact on your company’s performance.

While this is just one potential takeaway between Gladwell’s theories and how they relate to the human side of hiring, we are eager to hear what ideas and parallels he brings to his keynote talk on May 17 at Indeed Interactive.

To learn more about humanizing the hiring process and to participate in Gladwell’s keynote, join us at Indeed Interactive. Register now to reserve your spot.

*Photo courtesy of Brooke Williams.