Attending a job interview is never easy, whether you are a newcomer or the proud owner of an impressive resume. Even recruiters have sat in that hot seat (at least) once. As a result, it is only fair that they consider the nervousness that candidates feel and try to reduce it as much as possible. But why is this important?
Imagine there is a perfect person among dozens of applicants for a job position who will help your company’s growth and reputation. However, that person has one weak point: they are nervous before an important meeting, which causes them to underperform. In addition, they may get intimidated by your stern facial expression during the interview. So, they become perplexed by a question to which they usually have a great answer. As a result, their anxiety takes over, and you lose this fantastic, potentially long-term team member. And all you had to do was spread positive energy and assist them in overcoming stage fright.
This insight may come to you at the right time if you are about to start the selection process. Do you want the candidates to feel valued and at ease?
Here are a few ways to make it happen.
Create a Peaceful Environment
Candidates, no matter how experienced and capable they are, are nervous in the face of uncertainty and frequently doubt themselves. As a result, a noisy room full of people who aren’t directly involved in the interviewing process can intensify their anxiety. Make sure that only the necessary members are present and that the environment is calm and free of distractions, whether it’s an online or live dialogue. This will calm the candidate, allowing them to focus on crucial issues.
Don’t Dismiss Chit-Chat
How do people overcome anxiety before social events? With casual talk. While this may appear insignificant in a job interview context, it is actually beneficial! In this way, you establish a friendly tone, soothing the candidate and allowing them to approach specific questions more clearly. You can ask them how they feel and offer a cup of coffee or a glass of water to make them comfortable. On the other hand, these gestures demonstrate your respect for the candidate, putting them at ease.
Learn More About Their Portfolio
Regardless of what their CV says about their previous experience, asking the candidate to tell you more about their portfolio is an excellent way to break the ice. Because they have a good command of this topic (unless they have exaggerated their abilities), it gives them a perfect start because the retelling will automatically remove the initial nervousness, allowing them to answer the following questions more naturally. Your interest in the portfolio also demonstrates your genuine interest in getting to know them better as a person, making them feel appreciated. Finally, it goes without saying that you should be in a good mood, smile, and give a friendly greeting.
Don’t Beat Around the Bush
The more clarity there is regarding the critical questions, the better. If you don’t think candidates have googled all of the trick questions by now, your company must be operating under a rock. It’s always preferable to stick to straightforward, unambiguous questions. This will instill confidence in the candidates without wondering if the questions are traps. They will focus all their energy on providing an honest answer when they notice honesty on the other side. Also, if the candidate doesn’t speak his native language, avoid slang and use everyday expressions to keep the conversation as natural as possible.
Sort the Questions by Difficulty
The sequence of questions should make sense. Begin with the least complex and progress to the more difficult ones. If the first questions are simple, the candidate will be less nervous and gain confidence in the presentation. As a result, they are more likely to remember all the details relevant to the position they applied for. This will provide you with information that will make your selection easier.
The bottom line is that these techniques require little prior preparation or energy. All that is needed is to be professional and friendly. At the same time, remember that your attitude toward candidates, regardless of their skills or character, reflects the company’s culture. Attempting to alleviate job applicants’ nervousness and providing a warm human approach is always a welcome advertisement for your enterprise. So why not kill two birds with one stone?