Overcoming Initial Impressions in Engineering Hiring: A Manager's Perspective

Experienced engineering managers are acutely aware that the ramp-up style of new hires can vary significantly across the talent pool. Consequently, they usually refrain from forming impressions too quickly, understanding that true potential often emerges over time. However, there are instances when initial impressions can be misleading, leading to difficult decisions and outcomes.

A Candidate Whose Initial Impression Faded

I was the project manager in a recent hiring scenario, and despite my reservations, I was compelled to make a hiring decision based on the resumes we received. The candidate was recommended by a managing partner whom he had met at some charity events. The phone screening and in-person interviews had gone well, leading to a positive impression. Yet, as he began to work, his performance did not match our expectations.

I assigned him a project that was not overly complex, but instead of diving in, he spent a significant amount of time on notes and seemingly not asking many questions. The first few days were promising, but as the weeks progressed, it became clear that he was not grasping the requirements effectively. Furthermore, the work he produced was not usable for our client, and no deadlines were met. After several months, we were left with no choice but to terminate his employment. Despite the initial promising signs, there was a stark mismatch between his resume and his actual contribution to the team.

Embracing a Surprising Turnaround

On the other hand, I had another experience where my initial impression of a candidate was entirely incorrect. This time, the recommendation was again from a managing partner. The candidate gave off an odd vibe during the interviews; he seemed overly cheerful and answered questions a little too quickly, appearing slightly off-putting. However, the urgency to hire from my boss forced me to make the decision, and I monitored the candidate closely. Much to my amazement, he proved to be one of the best hires we ever made. The candidate not only surpassed my initial expectations but completely turned his performance around, proving to be an invaluable asset to the team. This experience underscores the importance of not forming immediate conclusions and the value of giving new hires a chance to demonstrate their capabilities.

The Importance of Observation and Patience

As a project manager, I learned that it's crucial to observe and assess a candidate's performance over time. Initial impressions, although useful, should not be the sole basis for making a hiring decision. Understanding that not all candidates settle into roles immediately and recognizing the potential for surprising positive outcomes can lead to better long-term outcomes for both the team and the organization. Moreover, it fosters a more inclusive and supportive work environment, allowing for professional growth and development without the pressure of immediate performance demands.

Conclusion

Engineering hiring is a complex process that requires a combination of intuition, observation, and patience. While initial impressions can guide decision-making, they should not overshadow the importance of comprehensive evaluation and ongoing assessment. Reflecting on past experiences, I have come to appreciate the importance of allowing new hires the space to demonstrate their full potential, rather than making hasty judgments based on early interactions.