We're happy to share our experiences with you. Before you begin the recruitment process, it is important that you have the right objectives fixed in your mind for the various steps in the selection process. This sounds fairly straightforward, but we have continual trouble getting people we are training to discipline themselves to avoid jumping to conclusions and act only on the facts. Feeling vaguely uncomfortable with a person is not sufficient reason to reject them during the early stages of the recruitment process. If they are not suitable or they won't fit in, the latter steps in the recruitment process will deal with this.
People applying for jobs are often nervous and struggling to try and control their body language.
This is often picked-up subconsciously by an interviewer who perceives it as an uncomfortable feeling about the applicant. It helps if you think of each of the steps in the recruitment process as a series of sieves that have smaller and smaller meshes. You should aim to sift out all the people who are unsuitable in a logical and orderly process, removing as much emotion as possible. If you tackle the task this way you should be left with a small number of people who are all suitable for the job at the final interview. Then you should select the one you are the most comfortable with.