4 tips to help candidates ease up during Interviews

Recruitment, Interview

Interviews can be stressful for both interviewer (Recruiters/HR/Hiring Manager) and job candidate. It’s challenging for both to know if it is going to be a right fit or not. A great recruiter would do his best job of building a relationship with the candidate ahead of time. For a job candidate, sometimes even the smallest of things matter a lot when it comes to helping ease his nerves and open up during the interview.

Here are 4 tips to help candidates ease up during Interviews

Smile and set the stage

A smile can loosen up the entire tension in the room. Treat your candidates like a guest who has come to visit your home or a customer who wants to know more about your organization. You might be busy but instead of rushing things up greet your candidates with a smile, have a little small talk, offer them a glass of water, tell a little bit about yourself and set the stage for your candidates to follow that path. They will be more relaxed through out the interview.

Let the candidate know what to expect

Give them an idea on how the entire process will look like, who will they be interacting with and the structure of the interview – How long is the interview going to be and what information you are looking to get throughout the Interview process. And at the end don’t forget to inform them when they can expect a response or feedback after the interview and who to follow up with.

Learn a little about your candidate ahead of time.

Knowing a little about your candidate will help you prepare better on what key questions to be asked. Go through their resume ahead of time. Check if there is something you both have in common. This will get him loosen up a little bit. Ask about something that you both can relate to..may be their interests. Also, It can turn off a candidate when they know that you did not even look at their resume and repeatedly asking the same questions that you had already asked during the initial phone interview.

Give them the time and attention they deserve

As a interviewer you want a candidate to show up on time. So does a candidate. Respect their time. Don’t make them wait too long in the lobby not knowing when they will be called on. And during the interview give them enough time to tell their story too and bring up any questions that they would like to get answered. Don’t let your phone calls/messages/social media updates distract you while you are in the middle of the interview process with the candidates. It can wait.

AI Cannot Replace the Human Element in Recruiting
My Top 10 HR and Recruiting blog posts of the year 2014

3 Responses to 4 tips to help candidates ease up during Interviews

  1. Meenakshi says:

    Thanks! for the useful tips..

  2. many candidates may not behave their usual way during interviews, this could be due to nerves or feeling the pressure of being judged. By helping the candidate ease up, this can help them let their true personalities shine through.

  3. Sue L says:

    I agree that it’s helpful for candidates to be as relaxed and informed as possible during the interview. When the intent is for both sides to assess fit, it doesn’t help to have the candidate too nervous or stressed to be able to fully answer questions about his or her knowledge and experience. I like to thoroughly review the resume ahead of time so that I can ask informed questions. And of course having the candidate greeted warmly with a smile and some polite small talk does a great job of setting a relaxed and welcoming tone to the process. One initiative that I have just recently been testing out on interview candidates is sending them the entire list of interview questions in advance to help them prepare. The reason for this is the same reason that you carry out the tips listed in your article. It helps the candidate relax and feel prepared. I think it also helps them feel more in control during what is traditionally a very stressful process. I like to spend the time during the interview chatting with the candidate and assessing their cultural fit. In traditional interviews where the questions are not provided in advance, it sometimes feels like the focus is on assessing how they respond to questions under duress, rather than having a comfortable conversation where both sides are contributing equally. I haven’t yet conducted enough of these ‘advance question’ interviews to assess the impact on the overall process but I hope to collect sufficient data in 2017 to make a professional assessment. Sue L.

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