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You can miss out on top talent by making gut-feeling decisions.
I always have a first impression in the first 10 mins. But I don’t let that bias my decision.
I review my notes holistically after the conversation and grade them against a scorecard: strong hire, hire, no hire, strong no hire.
This only works if you define a clear and objective scorecard to grade candidates against.
I end with 2-3 bullets explaining why they fit or don’t fit in the role based on the scorecard.
I usually get a strong sense within the first 5-10 minutes, often right after the initial questions, but I keep an open mind through the conversation to confirm my impression. The first few responses reveal a lot about their fit and communication style.
I typically know within the first 10 to 15 minutes if I’m gonna move the applicant forward. I will usually keep the interview going a little longer though so it seems more legitimate to the candidate.
Pro
oops i always think I did a good job if the interview goes longer for myself
Pro
I like to give them a bit of time to warm up first. candidates can be nervous/ a little shaky at the start so if the first impression isn't horrible, I will give them time to turn things around.
how soon after do you send notes to recruiter ? if interested in candidate ..