One of the best trainings I’ve ever had happened when I was a new management trainee at a department store. They had us watch a video about contrary evidence. It discussed how interviewers make up their minds within a minute of the interview. At the start of the interview, they would think, “oh, I really like this person, they’re a great fit”, or, “nope, not a fit”. And what they do would do for the rest of the interview is stack up evidence to prove they’re right. Because, hey! We all enjoy being right. Typically you’d sit down, review the resume, and think, “this is a good fit”. So you schedule an interview and sit down with them. And when you do, you find that you really do like them, you have an instant rapport with them. From that moment on, all you do is look for evidence that proves you’re right for liking that candidate. You look for evidence to prove that they’re a great fit for your team, for your position. You kind of gloss over the things they say — even those that should be a cause of concern for you, simply because everything else just feels so good.When you are hiring and have your mind set on a candidate, use contrary evidence to challenge yourself to verify your intuition and avoid a hiring mistake.
Contrary Evidence: The Trick I Use To Reduce Hiring Mistakes
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