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Ask good questions, pay attention to body language, be an attentive listener, and try to detect what isn’t said but should be
Don’t try to figure out what’s “right” or “not quite right” about a candidate immediately. Give yourself some time to get a feel for what it is about them that is tripping your alarm bells (or lighting up your positive senses)
Know your trigger points. Is this coming from your or from them? Are you projecting your own baggage onto the candidate or is it them that’s giving off either positive or negative vibrations?
Don’t dismiss your gut feelings just because they aren’t “scientific”
Go somewhere quiet to review your notes and general impressions
Compare what you wrote about this candidate before the interview, based on your intuition
Are you impressions consistent, or did the actual interview change your views?
Is the candidate a better fit, or a worse one, now that you’ve had a chance to process your “sixth sense”
Check with others who interviewed the candidate (if possible) to see if anyone shares your impressions
more on this topic: Do You Have Interview Intuition and Montreal coach Julie Cusmariu (usingyourintuition.com) more Employer/Recruiter/HR advice: http://hiring.monster.ca/hr/hr-best-practices.aspx join us on: