Interview, don’t Interrogate: How to Create a positive interview experience for Yourself and your candidates

Over the past few weeks, I have interviewed candidates for both technical and non-technical positions. Unfortunately, at first, many of them seemed very tense and their answers felt forced. This is concerning because if a candidate isn't comfortable, I won't be able to have a genuine conversation with them. It's important to me to get to know the candidate and their true interests, so I always strive for authenticity in my interviews.

You see, the process of interviewing is similar to courtship, where both parties aim to learn about each other with the hope of establishing a long-lasting relationship. Similar to a healthy courtship, an interview process should be open, pleasant and leave a positive impression on both parties, even if they decide not to continue with the relationship.

More often than normal, Many of my colleagues have shared unsatisfactory experiences during and after their recruitment processes. You will also find that on websites like LinkedIn, Quora and BuzzFeed, people are now becoming more vocal about the need for companies/teams to rethink or be more intentional about their interview process and show more consideration to their candidates.

Consider these high-level goals for your team's candidates during the recruitment process:

1. Be Transparent:

Your team is definitely going in the wrong direction when your candidates are unclear about the steps (including time frames) of your interview process.

Preparing for interviews can be time-consuming and challenging for candidates. Especially for candidates who occupy a role, having a sense of the time commitments and steps that lead to the offer stage will help your candidates prepare better and reduce the tendency to be overwhelmed

2. Less interrogation, more conversation:

Let’s face it, interviews can be intimidating for candidates, especially for those stepping out of their comfort zone.

While the traditional approach of “interrogation” may seem effective at extracting information, it often leads to unintended consequences. Candidates can become unintentionally closed off, defensive, and unable to showcase their true potential. {You might be missing out on an awesome hire}

When you prioritise conversation over direct questioning, your candidates are more likely to express their true abilities, aspirations and values. These ultimately lead to better hiring decisions which are mutually beneficial outcomes for both you and your candidates.

Some ways you can make your interview more conversational:

• Start with an icebreaker: Begin the interview with a warm and genuine icebreaker that shows your interest in getting to know the candidate better. Assure them that the interview will be a relaxing and conversational experience, emphasizing that you are not simply there to bombard them with questions but to engage in a meaningful exchange. This might make your candidate feel more at ease, allowing for a more authentic and productive conversation.
• Your body language: Don’t expect your candidate to be relaxed and receptive when you look stuck up. Ensure your camera has a good view of your upper body, this will allow your candidate to have a good view of your gestures. {A significant portion of communication is in your body language}
• Share your experience: I’ve observed that when I openly discuss my weaknesses, it cultivates a sense of trust and authenticity that encourages candidates to be more open and relaxed in return. Acknowledging my own areas for growth creates a safe space where candidates feel comfortable sharing their own challenges and aspirations.

3. Provide closure (even to selected candidates)

It is important to communicate the reason for the outcome of an interview, as it can be helpful to unselected candidates. However, it is equally important to inform the selected candidates about why they were singled out among the other candidates who were interviewed.

When informing unselected candidates of your decision not to move forward with them in the interview process, it can be disheartening to receive a generic message. To avoid this, it's important to clearly communicate the reason for their non-selection, particularly if it's an issue they can address in the future. This allows them to take actionable steps towards improvement.

Good luck giving your candidates a better experience.