#JobSearch : How To Conduct A Productive And Positive Job Interview. Insider Secret of the Hiring Manager. MUst REad!

Interviewing for a job is a stress-inducing event. Job interviewees nervously anticipate and expect the interview process to be a form of interrogation. There’s an uncomfortable feeling of being scrutinized and evaluated on everything they say and do. Bracing for tough questions, it’s hard for job applicants to maintain their composure. They worry that they’ll inadvertently say something that will knock them out of the running.

Here’s an insider’s secret: the interviewer, who could be the hiring manager, human resources professional or recruiter, may be more worried than the candidate.

A job seeker can always walk away from an interview, whereas the hiring manager is under pressure to hire the right person. If they offer the job to someone who epically flames out, they will be forced to contend with the fallout and subsequent political ramifications. Top executives will question why they hired this disastrous person, and harshly judge any decisions this person makes in the future.

Misconceptions About The Job Interview

One of the main purposes of an interview is to assess a candidate’s fit for the role. Interviewers typically ask about an applicant’s current and prior jobs, responsibilities, experiences and to share some success stories where they have made a positive impact. The interviewer also wants to delve into why a candidate wants this specific job at this specific company. Additionally, there is a bit of probing to discern if they would be a good cultural fit within the organization.

You might be surprised to know that the HR person or hiring manager wants candidates to do well in the interview. When an applicant succeeds in the interview process, it makes the supervisor’s job easier. They won’t have to spend weeks or months sifting through résumés and continually interviewing people, taking precious time away from their main job and responsibilities.

Unfortunately, too many interviewers feel that they need to come across as superior, tough, aggressive and combative. That may work if you’re interrogating someone, but it’s not necessary to bully, pull rank or act and speak in an arrogant, judgemental manner. That approach will usually backfire.

Instead, the hiring professional should come across warm, caring, friendly, easy to talk to and excited to be in the room.

Over the last 25-plus years as an executive recruiter and business owner, I have conducted several thousands of interviews. The majority of the interviews were conducted with high-level Wall Street executives. In light of this cohort, you’d think that the interview would be cold and clinical. It would be reasonable to surmise that the meetings would consist of asking and answering questions as if they were a tennis match.

However, the reality of interviewing is to be gracious and act as if the person is a guest in your home. Rather than grilling the interviewee, which only makes things uncomfortable and contentious, hold an informal, low-key conversation. The goal is to make the job seeker open up and feel more relaxed to talk honestly and freely.

Do Your Homework

Before meeting with a candidate, the interviewer should collect data and intelligence about the person they’re interviewing. This includes checking out the person’s LinkedIn profile and social media posts on X, Instagram, Facebook and more.

This isn’t considered stalking; it’s a convenient way to get a picture of the person. The more information you glean, the better the conversation will flow. From your due diligence, you’ll gain a sense of their personality, know where they attended college, what sports teams they root for and other tidbits. Once you’re in possession of this information, you are ready to start a conversation.

I purposely say “conversation” in the context of the interview because it makes people more comfortable. When someone feels safe, they’re more apt to be honest and transparent. Rather than diving right in, start with an ice breaker such as asking about a sports game from the other night, the weather or some trending topic.

Make The Interviewee Comfortable

To conduct an effective job interview that makes the candidate feel at ease, it’s important to create a welcoming atmosphere and establish rapport from the outset. To create a comfortable mood, an interviewer should start by engaging in small talk to put the applicant at ease. If you create a nurturing environment, the candidate will engage more, which will allow you to learn much more about the person as they become relaxed, comfortable and confident.

On the day of the interview, greet the candidate warmly with a smile and offer a glass of water, coffee or beverage. Small gestures like this can significantly ease nerves and create a bond.

When it comes to asking tough questions, introduce them gradually. Save more challenging questions for the middle or end of the interview, and give the candidate ample time to think and respond. This approach helps to avoid putting undue pressure on the candidate right from the start.

Ask open-ended questions so that the applicant can’t just say “yes” or “no.” You want the person to elaborate on their answers. As they share their responses, provide follow-up questions in a friendly, non-intimidating manner.

Actively listen to what they say. Then, reframe their answers to show that you’re paying attention. Make sure to maintain eye contact. Nod your head when the applicant is saying something so they know you are paying attention. Use their name a number of times, as it will perk them up.

Be confident in your approach, but avoid coming across as arrogant or intimidating. Throughout the interview, maintain a balance between being friendly and professional. The interview is a two-way process. You’re evaluating the candidate, but they’re also assessing whether the company and role are a good fit.

Wrap up the interview by asking if the candidate has any questions or would like to expand upon something they talked about previously. Thank them for their time. Since there are other applicants, it’s hard for the interviewer to definitely give an answer one way or another regarding their candidacy. However, subtly offer some tidbits to help the applicant get a feeling of how they performed and the likelihood of moving forward in the process. Offer your business card so that they can keep in touch with you.

Forbes.com | August 7, 2024 | Jack Kelly