Have you ever met someone and just instantly clicked? You leave thinking this is the best conversation you have ever had. You bond about vacation spots, music, shared likes and dislikes. How could they not be the best employee you’ve ever hired? Well… they might not be.

“OMG I love you” is not a recruiting process. 

First impression bias is one of the biggest contributors to hiring mistakes. How does this happen? 

When you initially like someone, you likely ask them easier questions. On the contrary, when you feel negative toward someone, you likely ask them more challenging questions. It is human nature to subconsciously look to confirm our first impression.

So as you look to hire new employees, how can you combat this bias?

• Begin with a phone interview. When you reduce your first visual impression, your focus shifts toward their experience and skills rather than their appearance. In this interview, inquire about their job changes, the projects they’ve accomplished, their ability to work with a team. 
• Reprogram your thinking during the in-person interview. Work against the initial impression bias by becoming aware that it is happening. Do the opposite of what comes naturally. Give the benefit of the doubt to those you don’t initially like, ask difficult questions to those you do. 
• Shift your view. Try assessing the candidate’s team skills before you assess their individual strengths. Understanding how a candidate works within their teams says a lot about how the individual is respected and trusted within a company.