
Many believe in their intuition more than personality tests when hiring. Up to 45% of today's managers in the US seem to trust their intuition more than facts. But could it be true? The research is a bit conflicting. The truth is that we quickly acquire an intuitive feeling - positive or negative - of a person we meet for the first time.
It is also true that research shows that our first feeling then controls the rest of the interview. We just seem to be too quick to jump to conclusions based on our first impressions of a person, without really thinking. But how certain is the feeling of being able to predict success?
Research indicates that so-called "in-depth interviews" are poor as a basis for decisions. Especially when we must assess how well the person will be at work. It is probably because we cannot handle large amounts of information in a good way. Especially when the impressions come at once, as they do when you meet a person for the first time. Appearance, name, clothing, body language and other irrelevant factors affect the "personal chemistry" between the interviewer and the job seeker. If you spontaneously like a person, the assessment is also positive in other areas too.
Since we cannot handle large amounts of information, we use "shortcuts". But then we also become victims of our conscious or unconscious prejudices. "Beautiful" people with poise, for example, have a greater chance of getting the job and making a career. Similarly, tall people seem to find it easier to become managers. For many years, for example, it seemed impossible to become a manager at the Swedish telecom company Telia if you weren't tall. For example, one of our top business profiles claimed to judge potential executive subjects by observing how fast they walked. He said that people who walk fast also have "a sense of urgency", they are in a hurry to solve problems and complete their tasks. Even politicians find it easier to make a career if they resemble the stereotype of a "statesman". Even though they may lack ideas, knowledge or personal integrity. An example would be President Warren G. Harding (1921–23). He went home with the masses because of his appearance but has since proven to be one of the absolute worst presidents of the United States ever.
The opposite also seems to apply: "Ugly" criminals tend to receive longer prison terms than "beautiful" ones. But does that mean you shouldn't trust your intuition? There are some facts that go against what the researchers usually claim. Because there are experts who nevertheless often succeed, and are successful when they judge other people. These seem to have found a way to exploit shortcuts - which are also relevant. In their case, the trick seems to be that they can keep their minds "open" as long as possible before deciding. They do not allow themselves to be seduced by their first impressions. Instead, it seems that it is the positive intuition that we should be wary of. Therefore, trust your negative feelings more during the interview, but be suspicious of your positive feelings.
Sources: Gladwell, M., (2005) Blink. the power of thinking without thinking. BackBay Books.
Bonabeau, E. Don´t trust your Gut. HBR, May 2003.
Hayashi, A.M., When to trust Your Gut. HBR, February 2001.
Sjöberg, L., Tollgerdt-Andersson, I., (1985). Vad är personkemi? Scandinavian Executive Search.
Argyle, M., (1984). The Psychology of Interpersonal behavior. Harmons Penguin Books.
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