What is the reality about snap judgments during an interview?

The insight that interviewers often focus on negative information is grounded in psychological and behavioral research that points to a phenomenon known as negativity bias. This bias suggests that negative experiences or information tend to have a greater impact on a person’s psychological state and decisions than positive ones. During an interview, this inclination can manifest as a heightened sensitivity to unfavorable signs or comments made by the candidate.

When interviewers encounter both positive and negative cues during an evaluation, they are likely to give more weight to the negative aspects. This could mean that a single misstep, such as a poor answer or an inappropriate response, can overshadow multiple positive attributes and achievements displayed by the candidate. As a result, the overall impression formed in the interview can be skewed toward the negative, affecting the final decision more significantly than any positive contributions made by the candidate.

Understanding this tendency is crucial for human resource professionals because it emphasizes the need for a structured approach to interviewing and evaluation. This can involve strategies such as standardized questions or rubrics to ensure that interviewers remain objective and weigh all aspects of a candidate’s performance fairly.