First impressions are fast, sometimes unfair, and often unforgettable.
You meet a candidate in the first few seconds of a Zoom call. Maybe it’s their confident tone. Maybe it’s how they’re dressed. Something clicks—or doesn’t. That instant judgment? It feels intuitive. But what’s going on behind the scenes in your brain?
In talent acquisition, those early moments carry weight. And understanding the psychology behind them can help you make smarter, fairer, more human hiring decisions.
The Science: Your Brain, Fast and Biased
Our brains are wired for shortcuts. Psychologists call it thin-slicing—the ability to make snap judgments with minimal information. It’s a survival mechanism, but in hiring, it can backfire.
Within just 7 seconds, we form a first impression. Things like a firm handshake, eye contact, or even the candidate’s name can unconsciously influence how we perceive competence or likability.
Some common biases at play:
Confirmation Bias: You decide early on if someone is “a fit” and look for evidence to support that belief.
Halo Effect: One positive trait (e.g., confidence) colours your entire perception of the candidate.
Similarity Bias: We favour those who remind us of ourselves—even if they’re not objectively better.
Real Talk: The Human Impact
Picture this: A brilliant introvert fumbles through small talk but excels during the technical deep dive. Meanwhile, a polished speaker dazzles early but struggles with core competencies later. Who gets the offer?
Without checks in place, it’s easy to overvalue charisma and undervalue substance.
These patterns don’t just affect hiring outcomes—they can reinforce systemic inequities, from gender and racial bias to neurodiversity exclusion.
So What Can We Do About It?
1. Acknowledge the Bias
Awareness is the first step. Train yourself and your team to recognize that your instincts aren’t always neutral.
2. Structure the Process
Standardize interview questions. Use scorecards. Define what success looks like before the conversation starts.
3. Separate Likeability from Capability
Just because someone’s easy to talk to doesn’t mean they’re right for the role. And the reverse is just as true.
4. Slow Down
Take a beat. Don’t decide in the first five minutes. Let the full picture emerge.
5. Gather Multiple Perspectives
Panel interviews and peer feedback can offset individual biases and create a more balanced view.
Closing Thought
Hiring is as much art as it is science—but when we lean too heavily on instinct, we risk missing out on incredible talent.
First impressions will always matter—but when you understand how they work, you gain the power to see beyond them. And that’s where the real magic in talent acquisition begins.
Also read: How to Master Talent Acquisition in 8 Steps
