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Gut instinct

Interviewing is a key component of what we do here at FreshMinds, not only interviewing candidates ourselves, but also preparing them to head into high pressured interviews with clients.  With a variety of techniques to hand from competency based interviews and case studies to psychometric tests and presentations, we endeavour to uncover all of the information we need to place the right candidates into the right roles.  I however believe that it’s one’s first instinct or gut feel that drives an often underestimated proportion of the equation.  In the great majority of interviews that I conduct I get a gut instinct as to whether I think the candidate is right for a certain role or corporate culture.

The additional information collected over the course of the interview, in most cases, reinforces my initial judgment rather than serving to form it.   In Malcolm Gladwell’s book Blink, he describes the idea of “thin-slicing, or our ability to gauge what is really important from a very narrow period of experience.”  Coming to conclusions with very limited information feels in many ways like it goes against the purpose of conducting a comprehensiveness interview.  The information gathered is certainly important and does uncover specific skills and natural abilities but we should not underestimate the power of the gut instinct.  Make sure that your first impression when interviewing is a good one and equally don’t be afraid to follow your own instinct on whether a certain team or company is the right one for you.

Katharine de Vaal is a consultant on the Select Team at FreshMinds Talent