Let me let you in on a secret that HR professionals don’t want you to know: most job interviews are decided in the first 90 seconds. The rest of the time is spent confirming the interviewer’s initial impression or looking for evidence to justify the gut reaction they’ve already had.
Unfair? Absolutely. Reality? Unfortunately, yes.
After coaching hundreds of job seekers and speaking with dozens of hiring managers, I’ve found that understanding the psychology behind interviews is often more valuable than memorizing perfect answers to “Where do you see yourself in five years?”
The science of first impressions is fascinating and a bit terrifying. Research shows interviewers make snap judgments about your competence, trustworthiness, and likability almost immediately. These judgments then create confirmation bias, where they subconsciously look for information that supports their initial impression.
My client Rebecca was consistently reaching final interview rounds but never getting offers. Her answers were textbook perfect, but something wasn’t clicking. We discovered she had a habit of taking a few seconds to gather her thoughts before speaking—a practice that’s actually quite thoughtful. Unfortunately, in the artificial environment of an interview, those brief silences were being interpreted as uncertainty. Once she started bridging those moments with phrases like “That’s an important question that touches on several aspects of my experience…” while gathering her thoughts, the offers started coming.
Beyond first impressions, interviews are heavily influenced by cognitive biases. The similarity bias leads interviewers to prefer candidates who remind them of themselves. The halo effect causes one positive quality (like having attended a prestigious school) to positively influence how they perceive unrelated qualities (like your analytical skills).
Here’s how to use this knowledge:
Focus relentlessly on the first 90 seconds—your greeting, handshake (or virtual equivalent), posture, and initial small talk matter more than most candidates realize.
Create moments of genuine human connection. Research shows that interviewers are more likely to remember candidates with whom they had brief, authentic interactions about non-job topics. Did you notice their office plant, sports memorabilia, or book collection? An authentic comment creates a “peak moment” in an otherwise forgettable interview day.
Use concrete stories that create mental images. Our brains remember stories much better than abstract statements about skills. “I increased sales by 32% by implementing a new CRM system” is forgettable. “I noticed our sales team was drowning in post-it notes with customer information, so I championed a new CRM that consolidated everything, resulting in a 32% sales increase within three months” creates a mental picture that sticks.
Remember: interviews aren’t rational assessments of skill—they’re human interactions laden with psychological biases. Master the human element, and you’ll outperform candidates who are just reciting perfect answers.