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LinkedIn is the Tinder of Recruiting - Joshua Sklüt (Episode 6)
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Joshua Sklüt, Chief People Officer and co-founder of MyStandard, joins us to discuss how traditional hiring methods are fundamentally broken. As the creator of the first employment and talent acquisition service built on Web3 technology, Josh argues that platforms like LinkedIn have become "the Tinder of recruiting" - focusing on superficial details rather than actual ability to do the job.
Josh reveals the biggest hiring mistakes companies make, from reactive hiring decisions driven by desperation to unconscious biases that limit talent pools. He shares powerful insights about how diversity improves business quality - not just for social responsibility, but for bottom-line results. The conversation covers why companies unknowingly perpetuate hiring biases even when they believe they're progressive, and how verification of candidates can transform the entire interview process.
The episode culminates with Josh's surprising hire story about bringing on a quadriplegic team member who became an invaluable employee, challenging preconceptions about ability and cultural fit. His wildcard response about abolishing resumes focuses on skills assessments as the only information that truly matters - a philosophy that drives MyStandard's encrypted, candidate-controlled platform where companies pay candidates directly for access to their verified professional data.
Resources Mentioned:
- Joshua's LinkedIn: Chief People Officer and co-founder of MyStandard
- MyStandard: Web3-powered employment platform giving candidates control of their professional data
Studies & Examples Referenced
- Bertrand-Mullainathan Study (2004): American Economic Review research showing identical resumes with white-sounding names (Emily, Greg) vs. African American names (Lakisha, Jamal) resulted in 50% more callbacks for white applicants (Josh referenced this as a "New York Times study" in the episode, but the actual research was published in the American Economic Review)
- Ivy League Hiring Bias - Example of companies that "only hired out of Ivy League schools" blocking 90% of qualified candidates
- Quadriplegic Employee Success Story - Josh's experience hiring a wheelchair-using employee who became an invaluable team member, challenging assumptions about ability and cultural fit
Show Resources
- CV Free Toolkit: cvfree.me/join - Break up with the CV and get everything you need to modernize your hiring approach with skills-based assessments
- Willo: willo.video - The most cost-effective way to screen candidates at scale. Interview candidates anywhere & at any time
- Connect with the Hosts:
- Anita Chauhan: linkedin.com/in/anitachauhan
- Andrew "Woody" Wood: linkedin.com/in/andrew-douglas-wood
Chapters
1. Intro (00:00:00)
2. Introduction (00:00:35)
3. Unknown Hidden Bias (00:06:03)
4. Most Surprising hire (00:09:00)
5. Wildcard: If Resumes Disappeared - Choose One Survivor (00:14:02)
6. Wrap Up (00:16:53)
7. Outro (00:17:13)
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