So, if you noticed something unusual about a candidate, how much would you accept the oddity and turn the tide?
1. Note the candidate's mood
It is not surprising that candidates often feel stressed and anxious during an interview. There's a good chance the job they're applying for will change many aspects of their life, and it all depends on their ability to convince the employer that they're the person they're looking for. If the candidate's voice begins to sound desperate or tense, or the words used gradually become less formal, you should understand that they are trying to share how this job will affect their lives.
For this situation, affirm the candidate's passion and give them more time to calm down if they start to get emotional. Simply say that you understand how they feel and ask if they need a few minutes to organize their thoughts before continuing with the interview. Candidates may not want to talk too much, so this "pause" will help both sides quickly catch up with the interview again.
2. Keep the conversation on track
If there are any questions from the candidate that you find inappropriate, or the answers from them that you find strange, must be clarified. You can ask why they have a strange interest and how this relates to the position and responsibilities in the future job scope. You must at all times make the candidate aware that they are attending an interview for a professional position, and as you continually affirm these professional qualities, the candidate can know for themselves what they are doing. how rambling.
3. Use realistic and playful questions to reduce confusion
Sometimes a promising resume doesn't mean a candidate is confident when it comes to an interview. Depending on the situation, if they are under pressure or appear very shy, you should find ways to mentally connect with the candidate and give them a chance to show who they really are. Simple statements to help candidates feel less surprised like “Which reality TV show would you most like to be a guest on?” can help a shy candidate speak up.
If you only get a short answer from the candidate, and the interview time is running out, you should tailor the question to an open-ended rather than a Yes/No. You can also ask the candidate to talk about their time in the job, which can reveal hidden talents and skills that can make the candidate successful at your company that they haven't had the opportunity to presently. The most important thing is to help the shy candidate speak more during the interview.
4. Provide information at the end of the interview
Candidates can expect a lot when called for an interview – a job acceptance letter, compensation or overtime pay. To reduce ambiguity, try to share as much information as you can - the schedule for hiring new candidates, when the company needs candidates to start work and how many interviews will take place.
You also have to be sure of the job responsibilities for each position and your company, as very few candidates learn about a company before they apply for a job. Sufficient information to the candidate will help shorten the recruitment time and the interview takes place in a more orderly manner.
If during the interview the candidate's presentation becomes more and more unclear, ask the candidate what additional information they need to clear their confusion or confusion, and you can also explain more about the sequence of interview rounds so that candidates can prepare mentally and present themselves at their best. Many candidates who don't change jobs frequently will have little understanding of the requirements or expectations of a hiring officer.
Finally, at the end of the interview you must clearly communicate when they will get a response from you or additional information you may need from them. Allow them to ask questions and also make sure you don't create any more quirks yourself.
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