I don’t have any rigorous principled argument for this, other than just the empirical personal observation that ignoring the feeling usually seems to be a mistake.
Likewise only empirical personal observation, but having interviewed and hired (or not) a lot of people. I would say I have got better over time—and separating first impression/prejudice from vibe is mostly achievable. And vibe definitely counts and is valid.
There are also people who I trust to be much better than me at hiring good people, and they also consider vibe valid (but are also very rigorous about applying wide ranging interview&selection methods).… And there are people I trust to be awful at choosing people!
Normally though I would say you can find some way to put that vibe into a more specific concern/worry. And then you can normally create some form of question or test that might give a little more data on whether your concern is valid.
Clearly not all situations give the luxury of devising such a thing, but often just a couple of minutes of conversation can be enough.
I’ve never worked in HR, and I don’t think that any of my friends have, either, so I know very little about the field. What are the channels of feedback that you (or HR professionals more generally) use to evaluate hiring decisions after the fact?
Likewise only empirical personal observation, but having interviewed and hired (or not) a lot of people. I would say I have got better over time—and separating first impression/prejudice from vibe is mostly achievable. And vibe definitely counts and is valid.
There are also people who I trust to be much better than me at hiring good people, and they also consider vibe valid (but are also very rigorous about applying wide ranging interview&selection methods).… And there are people I trust to be awful at choosing people!
Normally though I would say you can find some way to put that vibe into a more specific concern/worry. And then you can normally create some form of question or test that might give a little more data on whether your concern is valid.
Clearly not all situations give the luxury of devising such a thing, but often just a couple of minutes of conversation can be enough.
I’ve never worked in HR, and I don’t think that any of my friends have, either, so I know very little about the field. What are the channels of feedback that you (or HR professionals more generally) use to evaluate hiring decisions after the fact?