Most of the content of this blog covers some ideas or recommendations to those looking for a job. But at this moment we decided to address those who facilitate the hiring process i.e. recruiters and hiring managers. We’ve already made this attempt in our earlier article “Who Benefits from Interview Tips”. After all, the success of the interview depends not only on a candidate’s performance in it, but, to a certain extend, on an interviewer’s skills and ability to get out of the conversation as much as possible, keeping within legal and ethical bounds.
Very often, if not always, the interviewer’s behaviour affects the candidate’s performance in the interview. Sensing negative vibes from the interviewer makes the candidate feel more anxious and thus he or she might lose any enthusiasm in succeeding. “…Why make any effort if the decision seems to be already made and it is not in my favor? And the interviewer does not even try to conceal this,” the candidate may think.
On the contrary, if the interviewer conducts a conversation in a comforting and encouraging manner demonstrating genuine interest, the candidate will become more enthusiastic and will be quick and accurate in formulating their answers. At the end of the day, the interviewer will get more of the valuable information that will help make a RIGHT decision.
The main mistake of many recruiters is that they start making their judgement about the candidate right in the course of the interview, not afterwords as it ought to be. After 5-10 minutes it becomes apparent and the candidate starts picking up on these changes in the interviewer’s behaviour. At this moment the interview turns into a simple finding justification for screening out the candidate.
Even if the interviewer is trying to conceal lack of interest in a candidate, the candidate would catch this attitude anyway. The interview is a moment of high nervous tension and one senses emotions of others more acutely under the circumstances.
Putting on a poker face will not help either. Absence of any emotions whatsoever will not kindle enthusiasm of your vis-a-vis.
Supposedly, at the first glance the candidate might look not exactly like a perfect fit for the role. But, your first impression might be wrong. Secondly, the interview is not a time to make a decision following your gut feelings. It is a time of information exchange – providing and collecting. Period!
Even if you have enough evidence to screen out a candidate right on the spot, isn’t he or she worth consideration as other candidates brought in for an interview? At least, it is a question of professional ethics to treat all candidates same way, let alone a legal obligation.
After all, an impression that your candidates will be left with after the interview may impact on you reputation as an employer. It is a small little world and rumours spread quicker than you can control them. While you are in search of great talent, they might be scared off by those rumours.
They say, treat others like you wanted to be treated. Who knows, probably one day you will be on the other side of the fence.