Recruiting Intuition:
When to Trust Your Gut...and When Not to
By: Christine Hirsch

In recruiting we are often called upon to make important decisions without a complete view of the available options. No process better typifies this dilemma than the candidate screening and hiring process. Though recruiters can employ a variety of tools -- from interviews to background checks and personality tests -- to verify whether a candidate will fit, in the end our view is still limited. Often, the decision to hire or not hire a candidate can come down to simple intuition.

In a recent Recruiters World poll, 90% of those surveyed said one should always trust their gut feelings. But is this choice always wise? Clearly, intuition can be a useful tool in the decision making process. Quick, automatic, and effortless, one's gut can be used to sum up the most contradictory and ambiguous set of variables. Problem is, gut feelings are driven by emotions and not facts. Our intuition is the net sum of our subjective feelings about a subject. It is a good depth sounder, but not a substitute for rationale, objective analysis. Gut feelings should be one of the many tools we reference in the recruiting process, not the only one.

Read the full article at the following link:
http://www.recruitersworld.com/Articles/RW/Christine/intuition.asp

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