.png)
Have you ever met a new colleague and instantly thought, "We'll never really talk", only to find yourselves laughing together over morning coffee a few months later?
Moments like that remind us just how powerful perception can be. It shapes how we interpret people, situations, and even ourselves.
But in recruitment, should perception influence our professional judgment? Let's explore this through three simple ideas.
How perception shapes recruitment
Perception of a situation or a person completely guides our decision-making and experiences; it influences how we evaluate candidates, interpret behaviours and form impressions of people.
This is simple human nature and cannot be stopped; it is just the way our brains work. In recruitment, it can cause somewhat of an issue, though.
Let me explain why.
Halo effect: The halo effect is something you often see in daily life, whether you realise it or not. It occurs when someone has confidence and charisma, which can create a highly positive first impression. While this is a useful trait, as a hiring manager or recruiter, you need to be able to look past that and select the best candidate based on their credentials rather than just their personality.
Self-fulfilling prophecy: When our expectations of a candidate shape how we treat them, influencing how they perform.
Stereotyping: Making assumptions about people based on someone's gender, age or nationality rather than their own individual merit.
Unconscious bias: The automatic judgments that stem from our upbringing, culture and experiences.
False attribution: Misinterpreting behaviour, for example, seeing limited eye contact as a sign of insecurity when it may reflect cultural norms.
Why perception should not influence hiring decisions
Recruitment is about finding the best person for a role. Not the best fit for our expectations. When perception takes the lead, we risk making decisions based on comfort and familiarity rather than what's actually the right choice.
Biases can very quickly undermine fairness and diversity in the workplace. They can also cause great talent to be overlooked simply because they don't meet your mental image of a perfect candidate for the role.
At Let's Recruit, we believe every candidate deserves equal opportunity to shine. By learning about the different ways people naturally create perceptions and teaching them to overlook those perceptions to focus on talent and potential fully, we help employers build truly inclusive teams that deliver exceptional work.
Managing perception in recruitment
The way to manage perception and preconceived ideas in recruitment is mainly through self-awareness: recognising when you're making assumptions and questioning the evidence that supports them. Structured interviews, diverse hiring panels, and skills-based assessments are practical ways to reduce the influence of perception.
Another key step is continuous reflection and feedback. Encourage colleagues to challenge assumptions during the hiring process and share observations that may highlight unconscious biases. Over time, this approach helps create a more objective, evidence-based recruitment process.
Conclusion
Perception is a natural part of being human, but in recruitment, it should never dictate decisions. By recognising common biases, questioning first impressions, and focusing on skills and potential, recruiters can ensure fairer, more inclusive hiring practices. The result is not only better hires but stronger, more diverse teams that drive long-term success.
Build inclusive, high-performing teams. Get in touch with Lets Recruit today!
