# Insights on "Thin Slicing" in Employee Hiring Processes
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Chapter 1: Understanding Thin Slicing in Hiring
The initial impression we form during an interview can significantly influence our hiring decisions.
Reflecting on my earlier role as a personnel manager in a chain of ten stores in San Diego, I often felt that selecting candidates was akin to flipping a coin. The uncertainty loomed large: would this new hire excel, or would they struggle to survive the probation period? I once hired a young woman who reported for duty at 9 AM but resigned by noon, a stark reminder of the unpredictability inherent in hiring.
Chapter 1.1: The Discovery of Thin Slicing
During my tenure, I was unaware that I was employing a strategy known as "thin slicing," a term coined by Professor Frank Bernieri at Oregon State University. In simple terms, this concept entails forming quick judgments about others based on minimal information during the initial moments of interaction. Some candidates immediately resonate with us, while others trigger an instinctual sense of unease.
It’s a classic adage: you only get one shot at making a positive first impression. Unbeknownst to me, I was relying on fleeting glimpses of a candidate’s demeanor and character to decide on their job offer.
Section 1.1.1: Fairness in Evaluation
Critics may argue that this practice is inherently unjust. Research indicates that when people meet identical twins, they often favor the first twin they encounter. The psychological dynamics at play are complex, but it suggests that initial impressions can overshadow a person’s true potential.
From the perspective of the candidates, thin slicing often means they don't receive a fair opportunity to demonstrate their skills. Years of education, meticulous interview preparation, and polished resumes can be rendered irrelevant within moments, reduced to a fleeting handshake and a smile.
Chapter 1.2: The Unfairness of the Hiring Process
The reality of the hiring landscape can often feel inequitable. In a mere thirty minutes, predicting a candidate's future success seems an impossible task. We often select leaders based on our emotional responses or even the visibility of their campaign signs.
Chapter 2: Final Reflections on Thin Slicing
High turnover is a common challenge in retail environments, characterized by modest pay, demanding hours, and limited job satisfaction. Employees frequently seek opportunities elsewhere, gaining experience with each position they hold.
Thin slicing will persist in the hiring process, both from the employer's side and the applicants. While knowing this may not drastically change the outcome, it serves as a reminder of the importance of presenting oneself well, starting with a confident handshake.
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