How to Eliminate 50% of All Hiring Mistakes in 30 Minutes *ABI 1310
by Lou Addler http://louadlergroup.com
Our comment: We like Lou and his straightforward, clear advice.
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Now back to Lou…..
More hiring errors are made in the first few minutes of an interview than at any other time.
If you’re so inclined, you might want to check out this report in Personal Psychology, “The Structured Employment Interview: Narrative and Quantitative Review of the Research Literature.” The study reviewed all of the literature regarding the predictability of the interview, coming to the following basic conclusions:
Whether your company has an interviewing system like this or not, most hiring errors can be simply eliminated by controlling the tendency to make instant judgments about candidates based on their first impressions.
Despite the fact that there is no research showing any correlation between on-the-job performance and first impressions, many people remain unconvinced.
If you’ve ever met or hired a person who makes a good first impression and is not a top performer, you have some proof of its inability to predict performance. If you’ve ever met or hired someone who doesn’t make a good first impression and is a top performer, you have all the proof you need. While a sample of two is insufficient to make the no correlation claim, it does suggest that controlling the impact of first impressions can increase the accuracy of the interview. It also can help when meeting anyone for the first time, whether at a business meeting, party, or first date.
The problem with first impressions is that those who make good ones are given the benefit of the doubt regarding competency. Those who are quiet, temporarily nervous, not natural interviewers or whose appearance is not up to expectations, are instantly assumed incompetent. The balance of the interview is then used to gather evidence to prove these initial false conclusions, or the meeting is cut short. The following tips will help minimize these types of self-induced hiring errors.
10 Simple Ideas on How to Minimize the Impact of First Impressions on Decision-making
Allowing first impressions to bias hiring decisions results in two classic hiring blunders. The first, hiring people who make great first impressions, but are not competent. The second, not hiring top performers who are temporarily nervous, or don’t meet your expectations of friendliness and appearance. You owe it to yourself, your company and everyone looking for a job to overcome the simplistic idea of deciding who’s good or bad on superficialities. All it takes is 30 minutes.