Dr. James, a leading ophthalmologist, was looking for someone to manage the operations of his practice. After reviewing 200 resumes and conducting interviews, he hired Mike, an impressive MBA graduate. Despite Mike's strong interview results, he quickly caused unrest in the office by communicating primarily via email, ignoring staff during meetings, and being arrogant.
Dr.'s mistake James highlights a common hiring pitfall: being influenced by first impressions and credentials. Effective hiring requires looking beyond superficial traits and focusing on relevant skills and behaviors. Here are strategies to avoid deception:
- Identify real vs. pseudoindications: Recognize and ignore irrelevant traits such as physical attractiveness. Focus on characteristics that predict job performance.
- Use data analysis: Analyze previous hires to determine which characteristics predict success in the role. Let data drive your selection process.
- Forward-looking scenarios: Ask candidates to solve current and future challenges in writing before interviews to anonymously evaluate their thought processes.
- Behavioral orientation: Emphasize behaviors over traits. Use behavioral interviewing to assess how candidates approach real-world tasks and challenges.
- Learning from failures: Evaluate candidates' responses to failure. Look for those who learn from mistakes instead of making excuses.
- Conflict management: Assess how candidates deal with difficult colleagues. Look for nuanced perspectives over simplistic labels.
- Non-verbal cues: Watch body language for signs of confidence or disdain.
Avoiding first impression pitfalls requires recognizing subconscious biases and using structured techniques to thoroughly evaluate candidates. By focusing on real competencies, you can make more informed hiring decisions.
This summary is based on an article by Tanya Menon and Leigh Thompson. You can read the full article at Harvard Business Review.
