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 very rigorous about applying wide ranging interview&selection methods).... And there are people I trust to be awful at choosing people!
Normally though I would say you can find some way to put that vibe into a more specific concern/worry. And then you can normally create some form of question or test that might give a little more data on whether your concern is valid.
Clearly not all situations give the luxury of devising such a thing, but often just a couple of minutes of conversation can be enough.
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 very rigorous about applying wide ranging interview&selection methods).... And there are people I trust to be awful at choosing people!
Normally though I would say you can find some way to put that vibe into a more specific concern/worry. And then you can normally create some form of question or test that might give a little more data on whether your concern is valid.
Clearly not all situations give the luxury of devising such a thing, but often just a couple of minutes of conversation can be enough.