You have about seven seconds. Here is how to make them count — and what to do for the rest of the interview too.
Why first impressions are not just folklore
Psychologists have long studied the snap judgements we make about other people. Nalini Ambady and Robert Rosenthal coined the term ‘thin-slicing’ to describe the brain’s ability to draw meaningful conclusions from very brief observations. In their research, even two-second silent video clips of teachers were enough for observers to predict student satisfaction ratings — with striking accuracy. In an interview setting, interviewers are doing exactly this from the moment you walk through the door.
This is not cause for alarm. It is an invitation to be intentional. If the first impression is partly about warmth and competence — the two dimensions along which we judge almost everyone, according to Amy Cuddy’s research at Harvard Business School — then you can prepare for both.
| Research spotlight Ambady & Rosenthal (1992), Psychological Bulletin; Cuddy, Fiske & Glick (2008), Research in Organizational Behavior First impressions are formed within seconds and are heavily influenced by non-verbal cues. People assess others on two core dimensions: warmth (are you trustworthy?) and competence (are you capable?). The most effective interviewees signal both simultaneously — not one at the expense of the other. |
The STAR method: structure as confidence
One of the most enduring frameworks for interview answers is STAR: Situation, Task, Action, Result. Its power is not simply structural. Telling a story with a clear beginning, middle, and end activates what cognitive psychologist Jerome Bruner called ‘narrative mode’ — the part of the brain that makes information feel memorable and true. When you answer in stories, interviewers remember you.
The most common mistake is spending too long on the Situation and not enough on the Action and Result. Aim for roughly 10% on Situation, 10% on Task, 60% on Action, and 20% on Result. Quantify wherever you can: not ‘I improved the process’ but ‘I reduced onboarding time by 30% over three months.’
Managing interview anxiety with science
Research by Alison Wood Brooks at Harvard (2014) found that reappraising anxiety as excitement — telling yourself ‘I am excited’ rather than ‘I am nervous’ — significantly improved performance on high-pressure tasks. The physiological state is similar; the cognitive framing changes everything.
Before any interview, use a brief grounding technique: three slow breaths, feet flat on the floor, and a deliberate recall of a professional win. This primes your mind for competence rather than threat.
PRACTICAL TIPS
- Research the organisation’s strategy, recent news, and values. Prepare three questions that show genuine curiosity.
- Practise your STAR stories aloud, not just in your head — performance memory is different from reading memory.
- Before your interview, stand or sit in an open, upright posture for two minutes. This has been shown to increase confidence, regardless of the debate around ‘power poses’.
- Dress one level smarter than you think necessary — it reduces cognitive load and signals respect.
- Arrive with time to spare and let your nervous system settle before you walk in.
RESOURCES
- Amy Cuddy, Presence (2015) — https://amycuddy.com/presence
- Job Prepper (free AI practice tool) — https://www.adzuna.co.uk/jobs/prepper
| Reflection prompt Think of a recent interview or high-stakes conversation at work. What impression do you think you gave in the first two minutes — and what one thing would you do differently knowing what you know now? |
