In This Issue: "You Never Get A Second Chance To Make A Good First Impression"
Test for Success
Tools, Tips, & Techniques for Avoiding
Hiring Mistakes and Developing People
From Helm and Associates, Inc.
And Kurt Helm
May 2010; Volume 5, Issue 3
Barbara Otto, Editor, mailto:botto@helmtest.com
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Word count for this issue: 773 words
Approximate time to read: 4 minutes
We've all heard this adage; it makes the point that first impressions
are significant and tend to be long-lasting. What is it about first
impressions exactly that makes them so important? Why do they
stick with us and become a lens, either positive or negative, that
focuses our subsequent impressions of a person? How can you use
your first impression of a job applicant to give you useful
information without being led off-course if the first impression is
strong, but turns out not to be accurate?
The power of first impressions probably goes back to our prehistoric
ancestors who didn't meet that many new people, and often had to
make a quick decision about whether or not this new person was a
threat. If a threat, then immediate action was needed: fight or flee.
Mother Nature took care of the slow deciders and we are the
inheritors of a built-in mechanism that results in a rapid evaluation
of a new person that we call a "first impression."
If the new person was a threat and our ancestor survived the
encounter, the importance of making that snap decision was
reinforced. Millions of reinforcements later, we still utilize this
mechanism. First impressions are powerful, but what contributes to
them?
One interesting aspect of the first impression an applicant makes is
that their effects are not equal. A negative first impression carries a
lot more weight than a positive first impression. A negative first
impression can lead to a tendency to interpret all subsequent
information about the person in a negative way. On the other hand,
a positive first impression can, and in most cases should, result in a
sense that the applicant "meets expectations." To the extent that the
applicant wants the job, we can expect that he is trying to make a
good impression. If he succeeds, then the most we can say is that he
knew how to behave so as to make a good impression.
To keep first impressions, particularly negative first impressions, in
the proper context, you need to be aware of your own pet peeves. If
you really hate long hair, short hair, a particular style of clothing or
shoes, an accent, or people who say, "ya know?", then an applicant
who displays any of those characteristics is going to tend to make a
bad first impression on you. The danger is that you may not be
aware of what is influencing your opinion unless you have thought it
through beforehand.
The solution is, first, know your pet peeves and triggers and, second,
decide whether those pet peeves are relevant to the decision about an
applicant's suitability for the job. Then ask yourself whether the
particular pet peeve an applicant has triggered is one that will have a
negative effect on this person's job performance if he is hired.
First impressions of an applicant come from what we see, hear, feel
and smell in the interview. Let's look at each of these factors in
turn.
What we see: company dress codes vary from casual (jeans and t-
shirts) to business formal (suits, coat and tie.) Is the applicant
appropriately dressed for your company? Is his dress and personal
appearance neat? What about the three "P"s: Presence, Posture and
Poise? Does he appear confident, stand up straight, and make good
eye contact?
What about his vocal presentation? Does he modulate his voice tone
and volume to suit the situation? Is his vocabulary acceptable for
the position under consideration? Does he express himself well?
What about his personal hygiene? This should only be a problem if
it is noticeable. Dirty hair, clothing, hands are not likely to make a
good impression, and they may be a sign that he is not taking the
interview seriously, or that there is a problem with attitude or
preparation. Too much fragrance or noticeable body odor are not
good signs.
While we are talking about first impressions, let's remind ourselves
that you, the interviewer, are making a first impression on the
applicant. The applicant is going to generalize his or her first
impression of you to everyone in the company. Be careful that the
applicant's first impression of you and, by extension, the company is
a positive one. Be prepared for the interview, be courteous and
friendly, and pay attention to those sensory factors that affect the
impression that you make. Remember that you, the interviewer, are
THE COMPANY to the job applicant, whether he becomes an
employee or not.
About this Ezine and About Your Subscription
© 2010, Kurt G. Helm, Ph.D. All rights reserved. You are allowed
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"By Kurt G. Helm, Ph.D., of Helm and Associates, Inc. Please visit
our website at www.helmtest.com for more information about how
to avoid hiring mistakes by using pre-employment testing as part of
the applicant evaluation procedure."
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Until next time, all the best,
Kurt
Ph: Toll Free 800-886-4356
Email: khelm@helmtest.com
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