I’ll be the first to admit that I’ve made snap hiring judgments based solely on a person’s outward appearance and speech. Anyone who claims that they’ve never done so is delusional (aka lying). It’s simply human nature to size up an individual upon introduction, and to make certain first impressions.
Why do we do this? Mainstream collective stereotypes take their toll: She’s obese (must be lazy), he’s short (betcha he has a little man’s complex), she’s blonde and attractive (cute but dumb). And then we layer those with our own personal prejudices: He walks with a swagger (just like that self-important prig who lives next door and never waves in the morning), she’s got a Michigan accent (ugh – reminds me of that highly irritating girl who sat behind me in Trig class in the 11th grade), or he speaks in acronymese (flashbacks of my Navy pilot ex who (seriously) listed “FUBAR” as the reason for our split). It’s impossible to remain unbiased, uncolored, and unmoved by these sometimes invisible forces that weave their way into our psyches as our lives unfold.
Are these stereotypes always inaccurate and harmful? Of course not. My guess is that as an intelligent, discerning CIO you have often relied on your past experiences and gut instinct to size up people and situations, and done so with pinpoint accuracy. My Healthcare Informatics blogger colleague Tim Tolan and I both feel very strongly that it is acceptable and advisable to accurately judge a candidate based on learned behaviors such as table manners, attention to detail, or choice of interview attire.