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Put your candidate at ease during an interview

Put interviewee at ease

Interviews can be very nerve-wracking experiences for an interviewee. It is usually one or two of the only opportunities to showcase their skills to win the job. Ensuring you put your candidate at ease as much as possible will make sure you get a real picture of the person to fill your role.

Everyone is different, and some people are “too cool for school” while others take a bit of time to come out of their shell. While this can be the first impression of their cultural fit for the job, having them at ease thereafter is a good step.

Prior to the interview, as your recruitment agency we will have prepped your candidate as much as possible which includes discussing interview techniques and anxiety exercises. To further ensure they are comfortable while sat down with you, you can adopt the following:

1.) Reduce waiting time

Sitting and waiting in reception can be very uncomfortable and discouraging for candidates prior to an interview. Try not to leave them waiting too long. After all, you’ve agreed on an interview time in advance so both parties should stick to it.

2.) Offer a drink

Nerves can cause serious dry mouth so offer a drink before the interview commences. This will also help give them something to ground them and an excuse to pause to collect their thoughts during the interview.

3.) Choose a quiet room

People constantly coming in or walking by can be very distracting during an interview. Choose a room that is away from the hassle and bustle of a busy office. The smaller the better too as a big boardroom could be quite intimidating for a nervous candidate.

4.) Introduce yourself and the role

Be the icebreaker and start the interview by introducing yourself and where you fit within the business. Follow this with a brief outline of the role and your expectations of the person you want to fill it.

5.) Say why you have chosen them

It can give a candidate a big confidence boost to state why it is you chose to invite them to interview. Mention what you liked about their CV and experience. Say how grateful you are that they have taken the time to apply and come in to meet you. Recruitment works both ways after all.

6.) Start with easy open-ended questions

Nothing is more terrifying during an interview than being metaphorically “pummelled” with difficult questions from the off. Start off easy and conversational, “tell me about your work history”, “why did you get into Interior Design”. You can then get down to the nitty gritty and evidence-based questions later. See our Evidence-Based Questions for Interviews article to get ideas for this part.

7.) Space out your interviews

The last thing a candidate wants to see as they are waiting or leaving is another person who is interviewing for the job. Ensure you have allowed plenty of time between your interviews so cross-overs are avoided. At least an hour is a good starting point for this.

8.) Use the recruiter for support

Sometimes candidates may draw a blank during the interview regarding their own questions. At the end of the interview remind them that they can relay any questions back to the company through their Recruitment Consultant.

Find out how to speed up your recruitment initiatives to secure valuable candidates here