Next time you’re fretting about your qualification or work experience before an interview, just remember that you’re most likely to land the graduate role if you appear to be like your interviewer.
The report by Chartered Institute of Personnel and Development (CIPD); Head for Hiring: The Behavioural Science of Recruitment primarily looked at the way people make decisions in an interview setting. The research therefore outlines ways in which harnessing knowledge about how people behave can in turn help recruiters and job-seekers.
While many believe recruiting graduate talent is more of an art than a science, this research would suggest differently.
Recruiters rely on “gut instinct”
One of the main things that sways a prospective boss’s mind is how much a candidate looks and acts like them – meaning they rely on “gut instinct” over facts, which you have little control over.
In fact, interviewers have a tendency to go for a “mini me” – someone who dresses the same way and even has the same haircut!
Candidates who had similar hobbies and interests to the interviewer were also more likely to be successful, according to the research.
However, the research suggested there could be many other barriers between a graduate and a new job too, which is why they are advised to never give up when hunting for their dream role.
Jonny Gifford, Research Advisor at CIPD, said that interestingly, many recruitment decisions are actually based on gut instinct or what feels “intuitively right” and this can be a problem for graduates and job-seekers.
While recruiters may like to think they can spot talent a mile off, the research actually highlighted through behavioural science that decision making is highly prone to “sloppy thinking” and overall bias, he added.
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