2017-07-31 18:47:08
Eliminate First Impression Bias As Make Better Hiring Decisions

First impressions are extremely telling of recruiters. They can give you insight into how well a person will fit with your company, and even key you in as to how well they can execute important tasks. But the first impression isn’t everything, which is why you as a recruiter should always be attentive as to how you react to those with great interview skills. For instance, many have the habit of asking lighter questions to these sorts of candidates, but then save the more challenging ones for those who make a negative first impression. Few will admit to this bias; this is understandable, since in most cases it is not intentional.

Pay attention to what attributes you truly need while interviewing. Just because someone has a great personality does not mean they will become one of your best employees. Remember, candidates will likely have brushed up on their presentation skills as they go through several interviews. This means that some positive impressions are irrelevant at the end of the day.

From the moment you sit with someone, you are gauging their overall impression. Try not to let this shape the questions you decide to ask. This goes both ways; just because someone may not be that great at interviewing, does not mean they won’t become a top performer. To the contrary, if you ask the right questions, ones that force them to elaborate on their specific skills, you may find that the best person to higher is also somewhat terrible at interviewing.

Vice versa, a person who comes in and enamors you right away may have little knowledge about what it takes to survive in your company. Imagine the grueling amount of time it will take you to realize this after you have hired them. This can potentially cost your company hundreds of dollars in lost revenue from paying someone who was not worth the risk.

With all of this in mind, prioritize the first impression as the last thing on your list. There are many factors that go into bad interviews, the number one being nervousness. Even for the most qualified candidates, it can be nerve wrecking to sit in front of someone and make a solid impression.

Also, scripting the interview will allow you to never miss any vital questions; you can even write down sub-questions that will prevent you from glossing over important points. Companies today even utilize software to compile unbiased logistics, which helps recruiters avoid bias when previewing potential candidates. 

By using tools such as scorecards and assessments, you can add a substantial amount of objectivity to your interview process. There is also the option of having a committee survey all potential candidates. Multiple opinions are a great way to get well-rounded opinions; however, be sure to avoid sharing any opinions until the end of the process. This way, no one person will be able to sway the entire group’s opinions.

With any part of this process, recruiters must always keep in mind that they are human, and work as much as they can to standardize the hiring process. This ensures far fewer mistakes being made in terms of gauging character and potential work effort. Adopting technologies helps companies reduce bias by showing simple logistics. Also, take time to iron out the process with your team, and decide which questions are the most important and need the most attention. Remember, you are searching for someone who not only makes a great first impression in terms of personality; you are also mainly looking for someone who can successfully finish the job at hand in an effective manner.

Principal Connections objective is to provide excellent, quality value, faster and personalized maintained Senior Executive Search, Headhunting, Advertised Selection.

F. Aldea is an expert in consumer focus in the online community.