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Should you just “trust your gut” in job interviews?

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HRM CA | 05 Jun 2013, 12:00 AM Agree 0
Ruthless vetting, creative postings, weird and wacky questions – should you forget the never-ending hiring tips and just trust your instincts?
  • Wendy | 25 Sep 2012, 10:09 AM Agree 0
    Recruiment, policy and legislation are different in Canada as compared to the U.S. this style of interviewing would not hold water in the event of a discrimination complaint.
  • Vicki | 25 Sep 2012, 12:54 PM Agree 0
    A 75% success rate is not sufficient. I agree with Wendy as well. How can you support that you've made a non discriminatory hire decision based on a 5 to 10 minute interview. Finally, what impression does that leave with all those non successful candidates. Do they feel they've been given a fair opportunity?
  • Harley | 26 Sep 2012, 11:41 AM Agree 0
    Lots to be said for this approach, my interviews seem to live or die in the first ten minutes as you can judge a person's engagement in that time. Length of interview, as long as it is consistent for all candidates, does not seem to be a discrimination issue as far as I am concerned.
  • John | 26 Sep 2012, 12:08 PM Agree 0
    I am in HR and personally do not see a problem with his approach as long as he is achieving what he sets out to achieve. Perhaps 75% is not a sufficient success rate but it obviously is for him. And who said anything about discrimination? He is simply judging by his own set of standards, ie. risk taking, truthfulness and passion and these traits are non-discriminatory. Besides, what HR person cannot say that they don't get a "gut feel" for any candidate that passes through their door?
  • Debbie | 01 Oct 2012, 04:18 PM Agree 0
    This method is not discriminatory as long as all candidates are evaluated on the same basis. I am assuming that candidates met in this type of interview have been pre screened according to education, experience and other criteria. And in my experience the final call is usually based on a gut feeling, like it or not.
  • Ruben Benmergui BA, MIR, LLM, CHRP | 03 Oct 2012, 04:55 PM Agree 0
    After 40 years in HR, I can confirm that this approach is an archaic, negative, and "zippy" perspective on a professional HR function that should seek to tap the best human potential which would add value to the enterprise. It falls within the ambit of those recruitment processes today which have as their tenet and objective "reasons not hire this person". Even more egregious is the fact that decisions are made on the shallow reason that a resume doesn't look acceptable. It is an insult to my professionalism to suggest that I would advise a hiring manager not to consider a candidate because their resume is not the right colour, not printed on "resume paper", or, may contain a simple typographical error.
  • AJ | 05 Jun 2013, 08:56 AM Agree 0
    I agree relying on gut reaction is appropriate, but I learned from an ex boss to interview each serious contender a minimum of 3 times before deciding. When I personally experienced this before my boss hired me, I was outraged, but when I applied the same method when hiring under him, I saw the wisdom in it. First interview people are on best behaviour, second they relax a bit, but still pumped up. 3rd interview the latecomers, bad attitudes, and lack of interest shows up.
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