Finding the right person for the job is a process. After sorting through dozens — maybe even hundreds — of resumes, you’ll create a shortlist of candidates to interview.
Generally speaking, these people will have at least somewhat similar skills and experience, but you’ll find yourself face to face with a multitude of personalities. Effectively interviewing each candidate will require a different technique, so learn how to handle them with ease.
Nervous Nelly
Most candidates are at least a little nervous in a job interview, but this one takes the cake. They’re constantly fidgeting, anxiously rambling and noticeably sweating. To learn more about the person behind the nerves, you need to calm them down.
Ease their nerves by starting the interview on a fun note. Instead of diving into business mode immediately, ask them about their favorite TV show or sports team. This will help them relax and get comfortable, so they’re calm by the time they need to answer job-related questions.
Silent Sam
Some people are chatty by nature, and others aren’t. Interviewing a quiet candidate who gives one-word answers can feel like pulling teeth, so you have to get a little creative.
A change of scenery might be the trick to getting them to open up, so take them on a trip out of the conference room. Give them a tour of the building or take them down to the lobby for a cup of coffee.
‘Yes’ Man (or Woman)
An agreeable candidate is great, but someone who goes along with everything you say can be a bit much. If they follow your lead on everything, you won’t learn much about them.
Solve this problem with a savvy line of questioning. For example, you might ask “What is your least favorite type of work environment?” or “Tell me about a time you had to work with a colleague you didn’t see eye to eye with?”
Best Friend
It’s always fun to meet a candidate you just click with. Obviously, you’re going to favor this person, because everyone wants to work with people they like.
Keep your priorities in order by shifting the conversation away from your similarities and onto the job at hand. This will help you focus on their fit for the position, instead of how much the two of you have in common.
The Victim
Some candidates refuse to be held accountable for their actions. Every response follows the same basic narrative blaming their failures on other people.
Steer them away from this story line by asking questions that require positivity. A of couple good questions to achieve this include, “What was your favorite thing about your last job?” or “Tell me about the most rewarding project you ever worked on.”
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