I don’t have any rigorous principled argument for this, other than just the empirical personal observation that ignoring the feeling usually seems to be a mistake.
Likewise only empirical personal observation, but having interviewed and hired (or not) a lot of people. I would say I have got better over time - and separating first impression/prejudice from vibe is mostly achievable. And vibe definitely counts and is valid.
There are also people who I trust to be much better than me at hiring good people, and they also consider vibe valid (but are also v... (read more)
I've never worked in HR, and I don't think that any of my friends have, either, so I know very little about the field. What are the channels of feedback that you (or HR professionals more generally) use to evaluate hiring decisions after the fact?
Likewise only empirical personal observation, but having interviewed and hired (or not) a lot of people. I would say I have got better over time - and separating first impression/prejudice from vibe is mostly achievable. And vibe definitely counts and is valid.
There are also people who I trust to be much better than me at hiring good people, and they also consider vibe valid (but are also v... (read more)