Intuitive Management Of Candidates

An online survey: 94%

Theory of first impressions: when you see a person in six seconds, you will have an intuitive impression. If you want to change this impression, you need 20 contacts.

Now there are studies showing that this impression can be formed within three seconds of seeing a person.

Another research result shows that one person's intuitive impression of another person can be seen from three dimensions: visual perception, pronunciation, intonation, and sentence content. The degree of influence is 55%, 38% and 7% respectively.

Western psychologists have come to the conclusion that the power of intuition is enormous.

Intuitionists believe that the power of intuition is the ability to understand things quickly without reasoning and analysis. When we want to hire or fire someone, we should listen to suggestions that we feel presentiment.

Intuition: psychological shortcut is a simple, quick and effective thinking strategy.

That is, the impression is made, and then the decision is made.

Experiments show that the unconscious really controls most of our behavior.

Part of our thinking is controlled (reactive, deliberate and conscious), and a large part of it is automated (impulsive, undemanding, unconscious).

Studies show that our intuitive responses are sometimes not in accordance with logical rules, but they may be very effective from the perspective of adaptation.

We can respond quickly, effectively and intuitively to many situations.

Western psychologists have done a lot of empirical research and concluded that the limitation of intuition is dangerous.

Our potential in illusion is the misinterpretation, imagination and constructive belief based on perception.

The ability to recognize is also in need of ability -- Krueger and Denning.

Realistic intuition (self confidence) is adaptive.

Based on the above findings, we have to admit the fact that in interviews, we are influenced by intuition.

The key to this problem is how to use intuition scientifically and intuitively in the interview to improve the success rate of the candidates.

In practical work, the following main tasks are considered:

1, first eye - three minutes' all in one '.

Strive to have the general intuition and judgment of the candidate's image, temperament, speech and manner (eyes, posture, intonation) in the shortest time.

2, the first three minute questions are challenging.

We try to design the original question with "technical content" so that our intuition is closer to objectivity.

Initially, what the two sides felt was basically the result of the interview.

In this sense, the final interview decision is based on "LOVEATFIRSTSIGHT" - "three minutes" for life.

Of course, the best way to achieve this is not overnight.

This intuition can only be understood and indescribable, or even very mysterious, or belongs to the artistic side of management.

As a senior human resource director said, he will know whether the job seeker is suitable for the job in the first few minutes of the interview, whether he can be hired, what he is suitable for and what he is not suitable for.

But this kind of judgement based on intuition is not subjective. It is inseparable from its accumulated experience and lessons in the practice of human resource management for a long time.

3, in the interview process, "catch all."

According to incomplete investigation, although most of the candidates' decisions are "LOVE AT FIRST SIGHT" - "three minutes" for life, but this does not mean that it is not important to use the technical methods to test the quality of candidates in the interview process. On the contrary, the intuitive judgment of candidates is usually formed in the use of a number of technical testing methods, and through these technical testing methods, we can further corroborate the intuitive judgment to reduce the risk of decision-making.

In other words, in general, the interview starts with intuition in the first three minutes, and the next interview process and process are mainly based on proving your intuition.

Therefore, the selection process and the necessary technical means "one can not be less".

The power of intuition is enormous, and intuition is dangerous.

Only objective and correct intuition can ensure that the decision is correct.

How do we manage intuition?

First, continue to accumulate in the work of selecting candidates.

Second, constantly categorize in the selection work.

Third, make full use of interview skills and methods in selecting candidates.