Hiring managers make up their minds too quickly

63% decide on suitability of candidates within the first 10 minutes of an interview

New research* from pre-hire assessment specialists, ThriveMap, reveals hiring managers are making up their minds about job candidates within the first few minutes of an interview. 25% admitted that they take just five minutes or less to decide on whether the candidate sat in front of them is suitable for the job. With the average length of a job interview lasting 45 minutes[1], these figures show that around 90% or even more of that time may be wasted as hiring managers are making up their minds extremely quickly.

Drilling down further into the figures shows just how fast these decisions are being made. A further 36% said they know within six to 10 minutes of the start of the interview whether someone is right for the role. Only 9% said it took them longer than 30 minutes to make up their minds. With conclusions being reached so quickly, it puts into question whether candidates are going through a fair and consistent process.

Only 2% of hiring managers say that they don’t make up their minds during an interview. This means that only a tiny percentage are taking into consideration everything that a candidate has to say during their interview before making up their mind. With so many hiring managers making snap judgements, it appears gut feeling is having a huge part to play in recruitment, over and above any more considered decisions made on objective information. Organisations looking to be more inclusive and increase the diversity of their workforce could find this challenging if they don’t ensure their hiring managers are using more than gut instinct to select candidates.

Chris Platts, CEO of ThriveMap said, “This research indicates that hiring managers let unconscious bias play a major role in the recruitment process. If almost two thirds of managers are making up their mind in under 10 minutes, what’s the point in having a structured and thorough interview process? Organisations need to put measures in place such as interview training and technology to help managers make more rational choices. Pre-hire assessments that provide objective candidate comparisons can help managers to delay their intuition and hire based on suitability, not unconscious likeability or similarity. Not only is this fairer for candidates, it’s proven to lead to better hiring outcomes.

[1] https://www.reedglobal.com/blog/2017/07/how-long-should-an-interview-last

Author: Editorial Team

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