A first impression frequently sets a tone for the rest of an interaction or experience. But, if a first impression turns into jumping to a conclusion, then outcomes can be unsatisfactory.
Every talent acquisition process includes one or more interviews of a candidate. And every interview has a ‘first impression.’ As an interviewer charged with helping identify the best candidates for position, one of your responsibilities is to not fall victim to First Impression Bias.
For example, if a candidate comes in for an interview and they clearly need a haircut, you may be prone to thinking that this candidate could be lazy and underprepared and will most likely bring those habits into their work. Even though grooming style shouldn’t override evaluating a candidate’s unique set of experiences, competencies, and characteristics.