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Others Judge You Even Before You Meet Them, Here’s Why

Others Judge You Even Before You Meet Them, Here’s Why

We all have that friend that we need to warn others of before they meet them. Before you meet them, your friend tells you to brace yourself because they can be kind of rude. He tends to make fun of people, but she’s known him for years so she’s used to him. But now before you’ve even met him, you have a negative impression of him.

This inclination to judge before you’ve even met someone is natural. They say that the first impression is important, but sometimes you can make an impression before even meeting someone.

A judgement call is made at light speed

Impressions are instant. It only takes 100 milliseconds to make an impression. When forming a first impression, two areas of the brain are utilized: the amygdala and the posterior cingulated cortex (PCC).

The amygdala is more practical, translating the data received by your senses and linking them to social signals. While the PCC is related to emotion and memory, linking your life experiences to your emotions. These two responses help you to quickly decide whether or not you approve the person you are meeting and want to keep them around.[1]

It’s a survival instinct to quickly assess a person to determine if they are a threat. Things such as how they dress or their initial behavior help you to make a quick judgment upon meeting a person. But hearing about their behavior without ever having even met them can cause you to form an opinion as well.

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    When presented with this information, your brain will try to draw a connection to a related memory. But if you don’t have any relevant memories, your brain will try to compensate for the lack of information.

    The reason why our brains try to connect this new information with previous experiences is so that you can quickly assess the value of this new person and if they are worthy of meeting again. Just the same, if someone that you are close to expresses their opinion of someone you’ve never met, it will cause you to form an opinion as well.

      Now that you have a vague impression of this person, your brain may start making up stories about them. This will give yourself a better idea of who they are with what little information that you have.

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      The instant judgement could be false

      Without meaning to, you now have a set bias against this person even though you really don’t know them. When you’ve formed a  negative opinion of someone you haven’t met, it can be difficult to change the way you feel. Your bias may even be apparent to the person without you meaning to.

      When you do finally meet them, everything they do and say will confirm your opinion of them. Any behavior to the contrary will be written off as an exception, because you think that you already know who they really are. This preemptive bias can possibly sabotage what could have been a good relationship.

      Contrarily, if someone that you are close to compliments an individual before you meet them, this will cause you to form a positive opinion of them prior to meeting them. This opinion of them will be difficult to sway, cause although it is a positive opinion, it’s still a bias opinion.

        A toxic person who is described to you as a good friend has an advantage because you are already accepting them. This will give them more opportunity to prove themselves as a good person despite their numerous displays of toxic behavior. This bias could cause you to potentially build a relationship with someone you probably don’t need in your life.

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        Others judge you the same way

        Many people may already have opinions of you without ever having met you. If your peers are told good things about you before meeting you, it will probably make it easier for you to mingle with them because they already have a good impression of you.

        The opposite applies if your peers were told negative stories before meeting you. Even if they weren’t intentionally badmouthing you, it can still cause a rift between you and your new acquaintances.

          To prevent falling into this trap of forming any toxic relationship, or setting anyone up for a bad impression which you don’t intend to, start with correcting the way you think.

          Think for yourself

          Although it is natural to form impressions based on the opinions of others, don’t. Our brains are hardwired to make these assessments. But you can choose to question them. Hold off on solidifying them. Give this new person a chance to prove you wrong.

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          Keep an open mind. You don’t know what other variables may influence their opinion. Attempt to objectively observe the person and their behavior. Not specifically just how they interact with you, but how they interact with other people as well.

          When you don’t let other opinions effect your own, you are more open to developing strong relationships with people you may have not given a chance. You are capable of forming your own opinions and deciding who is worthy of staying in your life.

          Watch what you say

          Don’t badmouth people. Not only is it unbecoming, but you are causing other people to form negative opinions about someone that you do actually like.

          For instance, people tend to complain about their lovers when they aren’t getting along. It isn’t that they don’t actually want to be with them, but they need to vent. But now everyone who has heard them complain thinks that their partner is no good for them and should get kicked to the curb.

          Notice how your words can effect and shape how others view reality. You can use this trick to your advantage by putting those you care for in a positive light before introducing them to people who are important to you.

          By helping to form a good impression of someone before introducing them, you are creating an opportunity for a postive bond between the two parties and you too.

          Reference

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          Anna Chui

          Anna is a communication expert and a life enthusiast. She's the editor of Lifehack and loves to write about love, life, and passion.

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          Last Updated on March 14, 2019

          7 Questions to Ask in a Job Interview That Will Impress the Interviewer

          7 Questions to Ask in a Job Interview That Will Impress the Interviewer

          Recruiters might hold thousands of interviews in their careers and a lot of them are reporting the same thing—that most candidates play it safe with the questions they ask, or have no questions to ask in a job interview at all.

          For job applicants, this approach is crazy! This is a job that you’re going to dedicate a lot of hours to and that might have a huge impact on your future career. Don’t throw away the chance to figure out if the position is perfect for you.

          Here are 7 killer questions to ask in a job interview that will both impress your counterpart and give you some really useful insights into whether this job will be a dream … or a nightmare.

          1. What are some challenges I might come up against this role?

          A lesser candidate might ask, “what does a typical day look like in this role?” While this is a perfectly reasonable question to ask in an interview, focusing on potential challenges takes you much further because it indicates that you already are visualizing yourself in the role.

          It’s impressive because it shows that you are not afraid of challenges, and you are prepared to strategize a game plan upfront to make sure you succeed if you get the job.

          It can also open up a conversation about how you’ve solved problems in the past which can be a reassuring exercise for both you and the hiring manager.

          How it helps you:

          If you ask the interviewer to describe a typical day, you may get a vibrant picture of all the lovely things you’ll get to do in this job and all the lovely people you’ll get to do them with.

          Asking about potential roadblocks means you hear the other side of the story—dysfunctional teams, internal politics, difficult clients, bootstrap budgets and so on. This can help you decide if you’re up for the challenge or whether, for the sake of your sanity, you should respectfully decline the job offer.

          2. What are the qualities of really successful people in this role?

          Employers don’t want to hire someone who goes through the motions; they want to hire someone who will excel.

          Asking this question shows that you care about success, too. How could they not hire you with a dragon-slayer attitude like that?

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          How it helps you:

          Interviewers hire people who are great people to work with, but the definition of “great people” differs from person to person.

          Does this company hire and promote people with a specific attitude, approach, worth ethic or communication style? Are the most successful people in this role strong extroverts who love to talk and socialize when you are studious and reserved? Does the company reward those who work insane hours when you’re happiest in a more relaxed environment?

          If so, then this may not be the right match for you.

          Whatever the answer is, you can decide whether you have what it takes for the manager to be happy with your performance in this role. And if the interviewer has no idea what success looks like for this position, this is a sign to proceed with extreme caution.

          3. From the research I did on your company, I noticed the culture really supports XYZ. Can you tell me more about that element of the culture and how it impacts this job role?

          Of course, you could just ask “what is the culture like here? ” but then you would miss a great opportunity to show that you’ve done your research!

          Interviewers give BIG bonus point to those who read up and pay attention, and you’ve just pointed out that (a) you’re diligent in your research (b) you care about the company culture and (c) you’re committed to finding a great cultural fit.

          How it helps you:

          This question is so useful because it lets you pick an element of the culture that you really care about and that will have the most impact on whether you are happy with the organization.

          For example, if training and development is important to you, then you need to know what’s on offer so you don’t end up in a dead-end job with no learning opportunities.

          Companies often talk a good talk, and their press releases may be full of shiny CSR initiatives and all the headline-grabbing diversity programs they’re putting in place. This is your opportunity to look under the hood and see if the company lives its values on the ground.

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          A company that says it is committed to doing the right thing by customers should not judge success by the number of up-sells an employee makes, for instance. Look for consistency, so you aren’t in for a culture shock after you start.

          4. What is the promotion path for this role, and how would my performance on that path be measured?

          To be clear, you are not asking when you will get promoted. Don’t go there—it’s presumptuous, and it indicates that you think you are better than the role you have applied for.

          A career-minded candidate, on the other hand, usually has a plan that she’s working towards. This question shows you have a great drive toward growth and advancement and an intention to stick with the company beyond your current state.

          How it helps you:

          One word: hierarchy.

          All organizations have levels of work and authority—executives, upper managers, line managers, the workforce, and so on. Understanding the hierarchical structure gives you power, because you can decide if you can work within it and are capable of climbing through its ranks, or whether it will be endlessly frustrating to you.

          In a traditional pyramid hierarchy, for example, the people at the bottom tend to have very little autonomy to make decisions. This gets better as you rise up through the pyramid, but even middle managers have little power to create policy; they are more concerned with enforcing the rules the top leaders make.

          If having a high degree of autonomy and accountability is important to you, you may do better in a flat hierarchy where work teams can design their own way of achieving the corporate goals.

          5. What’s the most important thing the successful candidate could accomplish in their first 3 months/6 months/year?

          Of all the questions to ask in a job interview, this one is impressive because it shows that you identify with and want to be a successful performer, and not just an average one.

          Here, you’re drilling down into what the company needs, and needs quite urgently, proving that you’re all about adding value to the organization and not just about what’s in it for you.

          How it helps you:

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          Most job descriptions come with 8, 10 or 12 different job responsibilities and a lot of them with be boilerplate or responsibilities that someone in HR thinks are associated with this role. This question gives you a better sense of which responsibilities are the most important—and they may not be what initially attracted you to the role.

          If you like the idea of training juniors, for example, but success is judged purely on your sales figures, then is this really the job you thought you were applying for?

          This question will also give you an idea of what kind of learning curve you’re expected to have and whether you’ll get any ramp-up time before getting down to business. If you’re the type of person who likes to jump right in and get things done, for instance, you may not be thrilled to hear that you’re going to spend the first three months shadowing a peer.

          6. What do you like about working here?

          This simple question is all about building rapport with the interviewer. People like to talk about themselves, and the interviewer will be flattered that you’re interested in her opinions.

          Hopefully, you’ll find some great connection points that the two of you share. What similar things drive you head into the office each day? How will you fit into the culture?

          How it helps you:

          You can learn a lot from this question. Someone who genuinely enjoys his job will be able to list several things they like, and their answers will sound passionate and sincere. If not….well, you might consider that a red flag.

          Since you potentially can learn a lot about the company culture from this question, it’s a good idea to figure out upfront what’s important to you. Maybe you’re looking for a hands-off boss who values independent thought and creativity? Maybe you work better in environments that move at a rapid, exciting pace?

          Whatever’s important to you, listen carefully and see if you can find any common ground.

          7. Based on this interview, do you have any questions or concerns about my qualifications for the role?

          What a great closing question to ask in a job interview! It shows that you’re not afraid of feedback—in fact, you are inviting it. Not being able to take criticism is a red flag for employers, who need to know that you’ll act on any “coaching moments” with a good heart.

          As a bonus, asking this question shows that you are really interested in the position and wish to clear up anything that may be holding the company back from hiring you.

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          How it helps you:

          What a devious beast this question is! On the surface, it looks straightforward, but it’s actually giving you four key pieces of information.

          First, is the manager capable of giving you feedback when put on the spot like this? Some managers are scared of giving feedback, or don’t think it’s important enough to bother outside of a formal performance appraisal. Do you want to work for a boss like that? How will you improve if no one is telling you what you did wrong?

          Second, can the manager give feedback in a constructive way without being too pillowy or too confrontational? It’s unfair to expect the interviewer to have figured out your preferred way of receiving feedback in the space of an interview, but if she come back with a machine-gun fire of shortcomings or one of those corporate feedback “sandwiches” (the doozy slipped between two slices of compliment), then you need to ask yourself, can you work with someone who gives feedback like that?

          Third, you get to learn the things the hiring manager is concerned about before you leave the interview. This gives you the chance to make a final, tailored sales pitch so you can convince the interviewer that she should not be worried about those things.

          Fourth, you get to learn the things the hiring manager is concerned about period. If turnover is keeping him up at night, then your frequent job hopping might get a lot of additional scrutiny. If he’s facing some issues with conflict or communication, then he might raise concerns regarding your performance in this area.

          Listen carefully: the concerns that are being raised about you might actually be a proxy for problems in the wider organization.

          Making Your Interview Work for You

          Interviews are a two-way street. While it is important to differentiate yourself from every other candidate, understand that convincing the interviewer you’re the right person for the role goes hand-in-hand with figuring out if the job is the right fit for you.

          Would you feel happy in a work environment where the people, priorities, culture and management style were completely at odds with the way you work? Didn’t think so!

          More Resources About Job Interviews

          Featured photo credit: Amy Hirschi via unsplash.com

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