Question:
I’ve always trusted first impressions to know if a candidate would be a good fit. Is this a good strategy?
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Answer:
Before turning to your instincts, you first need to identify your company’s needs for the position. Use your job description as that tool. Be clear within your organization what exactly you want this position to accomplish, then identify the skill sets and characteristics of an ideal candidate. If you’re hiring a front-of-house employee, that person will need the correct customer-service demeanor. Knowledge of a particular software program, for example, is less important.
First impressions are huge, but you need to be aware of any of your biases. We tend to hire people similar to ourselves, which are not valuable first impressions and can exhibit bias against age, gender or race. More important are tangible impressions such as eye contact or a firm handshake.
Make sure you are really listening to what the candidates are saying during the interview process. As the interviewer, you shouldn’t be talking more than 30 to 40 percent of the time. I write down candidates’ answers because it slows me down and makes me consider their response. I’ll also intentionally ask a question, see how the candidate answers and pause for 45 seconds to watch how they handle the stress. It’s a very powerful tool to see whether someone can remain calm and controlled.
-Lynne Eddy
Associate Professor, Business Management
The Culinary Institute of America