How COVID has influenced society, relations, social situations but most importantly the game of recruiting in the past few years ? Let’s have a close, not too serious look on how the ‘lergy (aka COVID) killed the radio stars , and human interactions after all… in this imaginary SIDE A of the record would like to break down how interactions in general changed, in the SIDE B (out soon) will look into other aspects. For now, put the record on and enjoy the ride…
This is about some recurrent conversations me and my fellow colleagues usually have every now and then seated at our imaginary “Philosophical Corner” , sipping a pint of lager or two ( or Guinness in my case as you all know) at the pub after work, just to share impressions and discussing how society as a whole comprehends and understands the concept of “life” , “relationships ” , “interactions” but most importantly how this is affecting recruiting in general.
While we all begin to grumble about this and that—how yet another deal went south thanks to candidates craving a bit too much attention, or clients becoming increasingly tone-deaf to market challenges, or simply because the rules of social interaction (and in this case, recruiting) have changed drastically—we’re left with no choice but to adapt. After all, many of us, the dinosaurs of the white-collar traffic game , must now recreate ourselves and navigate a universe of social interactions that’s fully digital, wonderfully controversial, populated by virtual alter egos, and run by stakeholders who seem to have shed their humanity. They’ve become the corporate version of modern-day hikikomori, avoiding face-to-face interaction as if it were the plague.
And now is when I want to make a polished musical reference off our Pub Side Juke-Box , where the Buggles remind us that:
” … video killed the radio stars, video killed the radio stars,
in my mind and in my car, we cant rewind we’ve gone to far … “
But what all this has to do with recruiting in general ? Well, happy to talk you through, over a real cup of Italian Espresso.
First things first—people just aren’t interested in meeting face to face anymore. There’s always an excuse: candidates claim they’re buried in important meetings, handling critical transactions, or juggling work/life balance like Olympic athletes. The reality? They only want to meet over ZOOM, in their carefully controlled 30-minute slots, preferably from the comfort of their couch with a cup of tea in hand. Of course, there’s the cherry on top—the virtual backgrounds. One day it’s the streets of London, the next it’s the Champs-Élysées, and every now and then, you get the truly creative agenda setup.
This is not a joke: I once had the pleasure of “admiring” an artistic display of underwear gracefully hanging in the background, stealing all the attention. Not exactly the image you want when discussing a career move, but hey—welcome to the modern job search (tip for you: just hang your stuff to dry in the shower room – there must be a reason why Victoria wants you to keep it secret !).
I personally don’t feel at ease having purely digital interactions with candidates. I prioritize the real feel—the face-to-face connection, the smell of freshly brewed coffee wafting from the cup as we discuss the pros and cons of career changes and trace new avenues for their future development. I’ve been quite successful in inviting mid-senior candidates to my “second office.” (For those who don’t know, that’s Eataly in Tokyo Station, where I can enjoy a proper Italian Espresso and the café staff treats me like a regular VIP. They’ve known me for years and can instantly spot any candidate arriving to meet me.)
While I’ve mastered connecting with senior professionals over coffee, younger candidates present a different challenge. Their world is digital-first—quick chats, virtual calls, and minimal in-person interaction—which makes building deeper relationships more challenging than ever.
I firmly believe that meeting face to face is crucial in recruitment. It sets the cornerstone for a trustworthy relationship between both parties. It happens in the real world, where two individuals maintain a more frank, direct, and controlled flow of information and share much more than a CV and few Job Descriptions: it is about getting to know another human being, understand fears, emotions, dreams, struggles and wholesome details that allows to tailor-made the relationship. In 15 years of coffee talks I have built deep relationships which are still lasting, some of those became very good friendships as I could connect with great individuals along my way. And it all starts around a Coffee Cup.
It’s not just about what is said—it’s about reading body language, offering reassurance, and creating a warmer, more human conversation. These elements are vital in establishing a solid foundation of trust that can evolve into a long-lasting, mutually beneficial relationship.
Even the interview process has gone fully digital and online—more than ever before. COVID is long gone, yet tier-one global banks, my own clients included, still prefer end-to-end online interviews. It’s as if they’re ordering employees off Amazon—purchasing a “flesh-box” of skills without ever considering the real human being behind the screen. ’m honestly horrified by how robotic and virtual the hiring process has become. So much for the quality of relationships and the ability to directly assess candidates while carefully weighing the risks and opportunities of a true “culture fit.” Now, it’s all about video interviews and half-hearted selection processes that I’d compare to dating apps—where a simple swipe right or left determines your romantic fate.
But let’s put the romanticism of old processes aside for a minute. What are the risks of hiring through this digital-first approach?
- Corporate culture misfits: You can’t truly assess someone’s behavior, presence, or cultural fit through an online interview, where everyone’s just staring at a silver screen. Chemistry can make or break a hire—and when you miss that, you risk hiring someone who disrupts the team, lowers productivity, and creates a list of issues the hiring manager will have to clean up. It’s imperative to get the “handshake feeling”—to understand their humanity and ensure they fit with your team’s spirit and culture. And then, you want to avoid having your best employees leaving as you are adding a wrong piece to the puzzle, right ? (unless you have budget to blow for hirings);
- Less loyalty: Hire someone who’s just looking for a job, and you’ll pay the price. Without face-to-face interactions, they don’t know you, they don’t care to know you, and they certainly won’t go out of their way to embrace your company’s mission or culture. What you’ll get is high turnover—because digital employees will dance off the minute they get bored. They’ll scroll through Glassdoor, LinkedIn, or any job board during their leisure time, chasing more: more money, more work/life balance, more work from home. And before you know it, they’re gone, leaving behind a trail of unfinished tasks and unmet expectations.
We’ve entered a world where hiring is no longer about chemistry, connection, or shared values—it’s about ticking boxes through a screen. But is this digital-first world sustainable for long-term success? As we’ll explore in Part 2, when you lose the human touch in recruiting, you’re left with a revolving door of talent, cultural mismatches, and broken team dynamics. And trust me, that’s a problem no amount of virtual interviews can fix.
Stay tuned for Part 2, where we’ll discuss the hidden risks of digital recruiting and what you can do to avoid them.
M.
The Banking Insider 