Interviewing 101: Tips for Making Candidates Feel at Ease

Some interviewers approach interviewing like an interrogation. However, this only stresses candidates out, putting them on edge.

Instead, when you look at an interview like a conversation – and make an effort to help candidates feel welcome and at ease – you’ll cultivate a much more positive experience. Not only that, but when candidates are more comfortable, they’re also more likely to open up and reveal in-depth details about their background.

Here are some tips to help you in your next interview:

Give them a big welcome.

Don’t make a candidate sit in the lobby for 20 minutes wondering where everyone is. Make sure someone is there to greet them when they arrive. Also, be prompt when it comes to starting the interview on time. And when you do first meet, be friendly and welcoming.

Provide an office tour.

Showing candidates quickly around the office is a good way to start the interview. It gives them a few minutes to get the lay of the land and feel more settled and comfortable. It also gives you a chance to evaluate them as they interact with potential co-workers.

Eliminate distractions.

During the interview, don’t answer emails or your phone, unless it’s an absolute emergency. If you do, it shows a lack of respect to the candidate and sends the message that you don’t much care about their time. Instead, give each candidate your full attention and focus 100% on what they’re saying.

Use some ice-breakers.

Don’t jump right into interview questions about a candidate’s strengths and weaknesses. Instead, start with some softball questions to break the ice. Ask what interests them in working for your company or why they’re looking for a new job. Another way to break the ice is to discuss your own role in the company and how it’s evolved since you’ve started.

Skip the out-of-the-box interview questions.

Don’t ask the “If you were a tree, what kind of tree would you be?” types of questions. They don’t have much value and only serve to make the candidate uncomfortable.

Explain next steps.

At the end of the interview, don’t forget to talk about next steps. Tell the candidate the timeline for making a decision and when they can expect to hear from you. And then stick to it and follow up when you said you would.

If you don’t have the time to manage candidates through the interview process – and would rather offload the task to interviewing experts – call Stewart Staffing. As a leading staffing services firm in Central Connecticut, we can take the hassle out of interviewing and hiring, so you can find the top candidates you need. If you’re interested in learning more, please contact Stewart Staffing today.

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