EMPLOYER TOOLS
Interviewing Secrets: Getting Candidates to Open Up
Those who conduct interviews probably find that there are as many different types of interviews as there are candidates. Each person looking for a job has a unique background, distinctive personality, and specific goals.
However, what one perceives at an interview may not always be an indication of the true nature of the candidate. Interviews, because they are pressure situations, can give a “false” reading of a candidate–especially when he or she is reticent about communicating accomplishments.
In order to get a candidate to open up, and provide a true read, BR recommends the following techniques:
- Set the atmosphere. If you are relaxed, your candidate may adopt your manner.
- Establish eye contact.
- Be reflective. Repeat a statement back to the candidate, but do it in the form of a question to encourage him or her to elaborate on it. For example, if a candidate says, “Where I am now, we have a lot of administrative layers,” but doesn’t explain how that affects him or her, the interviewer might say, “So it sounds like there are a lot of people you have to go through in order to get your job done, is that right? Is that difficult for you, or do you like having the support?” That kind of reflective questioning will encourage the candidate to further explain his or her feelings about the situation and gives a better picture of how the candidate will fit within the organizational structure.
Choosing from Two Perfect Candidates
It’s a common scenario. A client has a position to fill. The search begins, the best candidates are interviewed, and at the end there is not one, but two, excellent choices.
When looking for someone to fill a highly specialized position, having two superior candidates from which to choose is better than having none. However, for some employers, making that choice is difficult. And, unfortunately, waiting too long could mean losing a candidate to another organization.
BR advocates several ways for interviewers to determine which candidate is most likely a better choice:
Do Pros and Cons
Make a list for each candidate–being as objective as possible about each one’s positive and negative attributes. Check with other colleagues who were part of the interview process to see if their opinions concur with yours. One candidate may emerge as a clear choice.
Make the Call
Go over concerns with the recruiter. Having screened the candidate, he or she may be able to offer additional insights that can help clinch the decision.
Re-Interview
Let each candidate know a decision is imminent, and ask them if there is something they would like to add that was not mentioned during the interviewing process. One candidate may say “no,” while the other expresses how interested he or she is in accepting the position. That enthusiastic statement may be precisely what gives that specific candidate an edge in the decision-making.
Don’t Look Back
Whatever the decision, keep in mind that the ability and working persona of a candidate will evolve throughout his or her on-going relationship with the company and the candidate’s superiors and colleagues. Whoever is chosen should have the assurance that the company’s energies are devoted toward helping him or her develop excellence as an employee.