As recruiters, the only time your gut should be important is when you’re eating curry. Because selecting candidates based on your instincts is risky and unstructured. To avoid falling prey to your intuition, be aware of these traps:
The Ryan Gosling effect
Candidates are advised to present themselves as well as possible. They’re told to mind their appearance when they’re being interviewed. But when recruiters or managers meet a candidate that isn’t only dressed well, but is physically attractive, they could subconsciously add points to the candidate and gloss over other flaws.
The Richard Branson association
Meeting a candidate who is on the same professional wavelength as you could also lead to bias in their favour. Again, it may not be something you’re aware of. If you’re talking to two people, one who’s worked in your field for years but isn’t right for the position and one who’s new to the industry but the perfect candidate, you might be biased towards the former.
The Julia Roberts connection
Connecting with someone on a personal level might influence you. If you have similar experiences, backgrounds, tastes and beliefs, they might seem better for the job than they are.
It goes further than this if their personality seems similar to yours. This is known as the halo effect and it’s what happens when you meet an individual who is very similar to you.
But you’re a recruiter. It’s your job to read people and if you have a lot of experience, your gut will play a part in some decisions. The best thing you can do is to apply it as part of a strategy. You can do this by asking questions that determine which candidate you feel strongly about relative to their suitability for a position. Here are some examples:
1.Think of an uncomfortable situation that could happen in the workplace and ask them how they would react and what they would do.
2.Ask them a blunt question where they’re put on the spot. And example of this is, ‘Why should we pick you over the other three candidates we have.
3.Get an idea of a candidate’s plans for the future and whether their interest level is high enough. Ask something like, “If I offered you this job and you had to accept it immediately, what would you do and would this affect your career plan?”
Many of these subconscious biases happen when you meet in person. Which is why using a tool like envisionme is so important for you as a recruiter.
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