When a candidate is overcome with nervousness, an interview can go downhill quickly.
Anxiety can cause people to behave in ways that are out of character, and you could be losing out on great employees thanks to nerves. It’s a good idea to help put candidates at ease so they can relax and show their true selves.
Here are some tips on how to help candidates feel more relaxed during an interview.
Give Detailed Directions and Information
You’ll provide the candidate with your address and office number, of course, but don’t leave out additional information they may need, like:
- If they need to park in a specific lot
- They must enter through a specific door
- Two forms of ID are needed
- Who to ask for once they arrive
If they struggle to find you or feel ill-prepared, it will set their nerves on edge before they even have a chance to say hello.
Be Friendly
Even if you are in a rush, smile warmly and offer a friendly greeting when you meet the candidate. You expect them to smile and make eye contact, so do the same for them.
Go the extra mile and ask if they would like some water. Water can be a lifesaver for an anxious person, as anxiety can often lead to a dry mouth, which makes it difficult to talk and can trigger coughing fits.
Eliminate Distractions and Listen
When a candidate is answering a question, listen to what they have to say. Looking around or getting distracted will only make the candidate more nervous.
If you hold interviews in your office:
- turn off your computer monitor
- turn off your smartphone
- put your desk phone on silent
If you succumb to distractions in the interview, candidates will feel like you aren’t interested in what they have to say and can ruin any rapport you’ve managed to build.
Avoid Curveball Questions
If you aren’t interviewing for an upper-level engineer, don’t ask overly complex questions that have nothing to do with the job, like:
“If a person dials a sequence of numbers on the telephone, what possible words/strings can be formed from the letters associated with those numbers?” (which was an actual question Google used to ask candidates.)
Some people believe asking curveball questions gives an idea of how a candidate responds under pressure. These types of questions are typically counterproductive and will do nothing to put the candidate at ease.
People Matter
Interviews can make even the most capable candidate nervous and stressed. Do your best to put them at ease and make hiring decisions based on the total package, not just the interview behavior.
Just because they didn’t seem confident in the 30 minutes you met with them, doesn’t mean they won’t be a stellar addition to your workforce.
Remember: people matter…nerves and sweaty palms don’t!
