"First Impressions are Important: But What Criteria Should I Use to Judge?" - 05/15/19 Edition
Stephen Says Column




Dear Stephen:

I am sure this a strange question. I am a hiring manager and interview a lot of candidates for a high-end residential store with a contract furniture division. I hire a lot of people each month across the country and have a high rate of success with candidate hires.

There are certain qualities I look for; some are conventional wisdom like a firm handshake or eye contact, others are a bit unique to me.

I often meet a candidate in our reception area before bringing them back to my office or a conference room. When I first approach a candidate in reception, nine times out of 10, they are reading something off their phone. Most candidates have the good sense to turn their phone off as they see me approaching (a vast improvement from the culture even two years ago). To be honest though, my focus is never on their attention to their devise, what they are doing or what they even look like. I find almost every time when approaching a candidate, my eye goes straight to their phone case and what it looks like.

The candidate's choice of phone case tells me something about their suitability for the job they will have here. I am making judgments on a candidate based how colorful or overly designed their phone case is and what material it is made of. Even if they have no case at all that may tell me something. These seemingly benign factors play a real role in the gut reaction aspect of my hiring decision.

Am I crazy for doing this? Have you heard of anything similar? I have never told anyone this before and want to know what you think. Again, my track record in hiring is great, strong sales producers with long retention, and I have always gone with my gut, but I can't help second guessing myself sometimes. What do you think about this habit of mine?

Signed,

Case Closed
 

Dear Case Closed,

Are you kidding me? You're going to judge someone for having a bedazzled phone case?

Here is the thing: In sales, unlike some other professions, the first impression is critical. Whatever impression a candidate makes to you means a lot in terms of future success. A phone case is just another accessory, like a wallet or handbag or a pair of shoes. I have heard so many strange things that a manager pays attention to I lost track long ago.

I remember back in the day when a man was judged for wearing a bow tie instead of a traditional one. Today the judgement comes if the man is wearing a tie at all. I often hear gripes about male candidates not wearing socks. I've been chastised by hiring execs for women wearing open-toe shoes to an interview, even an off-color nail polish that she or, God forbid, he, is wearing. I just recently answered a question from a hiring manager who was still complaining about tattoos. Personally, I'm thrilled to hear that candidates are finally turning off their phones, that's a huge relief.

As a hiring professional though, I have mixed feelings about your question.

On the one hand, you are going with your gut, a trait that is invaluable for hiring. Someone like yourself has a far better understanding of your company's tone and culture than any candidate or recruiter. If your gut tells you the person is not right for any reason or a combination of reasons, I will always tell you to trust it. A phone case is certainly not something to get hung up on, but if it helps you to better read the psyche of a potential employee, then maybe it is worth noting.

On the other hand, I also must advise you not to let your prejudice get in the way of your decision making. Sure, the bedazzled phone may be wildly tacky, but what if that woman (or man) with the plastic encrusted phone turns out to be a $5 million seller? You never know. It is one thing to trust your gut but another to let your prejudice blind you to new possibilities. It is a fine and difficult line to walk but one that is worthy of experimentation.

This takes me to the ultimate leveler: a standardized evaluation (often called testing) designed by an industrial psychologist to measure a candidate's match to your company's core values. To me, this is always an incredibly useful additional tool. A test combined with your gut reaction is a great way to make a hire. You can trust yourself while an objective viewpoint firms up your decision.

The bottom line is in business as in life, it is always critical to go with your gut. If you get a bad vibe of a person for any reason, don't trust that person as a new employee. You are not crazy, nor are you even unique. Every hiring manager has their quirks, and you just happen to know yours. Trust yourself but be sure to double check yourself. It seems you have had tremendous success thus far, so simply keep up the good work.

Best,

Stephen
 

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Stephen Viscusi is a bestselling author, television personality, and CEO of The Viscusi Group,
global executive recruiters located in New York.
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