First Impressions

If Malcolm Gladwell, the author of the famous book “Blink,” is correct, first impressions (or impressions formed in the blink of an eye) are extremely powerful -- and often determine the final outcome.

Assuming he’s right, what can interviewers learn from this?

First, recognize that candidates who don’t bother to create the best possible first impression may not be right for you, either because they haven’t thought to do homework on your company (such as by checking out the dress code) or because they just don’t care enough about the job to put their effort into the interview.  Neither is a good sign. They may speak with large gaps between their thoughts as if they had not considered the questions in advance, dress inappropriately (whatever that means in the context of your organization), or reveal a posture (or lack of it) that suggests they are less than on the ball.

Second, recognize that since first impressions are so powerful, you should keep an open mind and not let the first 20 seconds blind you to extraordinary talents that might reveal themselves later in the interview. It may turn out that woman with the purple hair can analyze a P&L statement better than your smartest accountant. Or that the candidate in the cowboy hat whose folksy manner and speech (e.g., “howdy, guys!) may not be your cup of tea personally, but he is just what is needed to re-energize your sales force.

Once you give candidates the benefit of the doubt (and thereby give yourself the chance to find the diamond in the rough), do not ignore your first impression or your gut instincts.

After all, applicants who don’t try to optimize those all-important first moments are taking a real risk in the interview, which means you would be taking a similar risk in hiring them.

---- Ziggeo lets you quickly and easily pre-screen candidates by watching their videos. Candidates simply record short videos of themselves for your own private viewing.