Every now and then we’ll have a client who will talk to us about their “gut feelings” following an interview with one of our candidates.

Quite frankly, that’s one of the more common challenges we run into as a Recruiting Firm especially when dealing with new business partners.

Consequently, it’s one of the most common hiring mistakes made by employers and I’d say it’s even more pronounced when it comes to hiring Sales Professionals.

Has this happened to you?

I find that when this happens the first discussion we have is a brief one that reminds our client that they need diverse people with diverse personalities and a diverse mix of experiences.

Not hiring a candidate because they had a “gut feeling” about them, and using that as a main qualification, ignores the client’s need for particular skills and experience.

Once that point has been made we hammer home another truth.

In his book A Rational Way To Make A Gut Decision, Recruiting Industry giant Lou Adler made the point that while you can never learn everything you’d like to about a candidate, you should try to find out as much as possible before you resort to your gut.

The only time you should make a gut decision is when you don’t have any. Time, that is.

Facts, examples, and details must be provided to justify a ranking - - “good” or “bad”.

“I don’t think the person would fit…” is inappropriate. On the other hand, a comment like, “The environment, pace, available resources, and the lack of a formal decision-making process at the person’s last two employers is a clear indication that this person would not survive here…” is certainly sufficient.

Bottom line, a hiring decision of any kind is too important to leave to chance.

So, the best professional advice I can give is don’t do it!

I won’t speak for every Recruiter and/or Agency, but I can assure you that Paramount Recruiting Partners, LLC will always provide you with enough information to make an informed decision without having to rely on your gut feelings from an interview.