Selection interviews continue to be one of the most popular tools used by organizations to choose prospective candidates for entry-level positions and promotion. Because the evaluations that law enforcement administrators and managers make have important implications for applicants, their agencies, and the community, the ability to judge candidates is an important skill. Evaluating candidates objectively, however, is not as simple as it might seem. People’s judgments and decisions can be influenced by subtle, yet powerful forces, which can have a profound impact on the ways individuals form social judgments—commonly referred to as first impressions.