Recruitment strategy: Make your candidate less nervous
'INTERVIEW': A word that has the capability to raise anxiety, fear, doubt and panic in even the most experienced job seekers. Very few candidates make it through an interview without feeling nervous at some point because they know well that their responses in an interview could change their careers. As part of your recruitment strategy, you need to make a candidate less nervous and bring out the best in her by treating the interview like a discussion and not a cross examination. Here are six ways you can do this.
1. To make the candidate feel less nervous, give her one point of contact
As part of a company's recruitment strategy, each division may have different people to handle specific tasks within the recruitment process. Rather let each candidate have only one contact as trying to keep track of who does what will make her even more nervous than she really is.
As soon as you've identified your shortlist:
- Connect with your candidates,
- Introduce yourself, and
- Give your candidate a clear view of your organisation by letting the candidate understand:
- The process they'll go through,
- Who will be in their interview, and
- What each person's role will be.
Phone your candidate the day before an interview to reinforce that you're looking forward to meeting and getting to know them better.
2. Do your homework
You can find many of the clues to having a great interview in the paperwork the candidate gives you:
- A CV tells you what you need to know and the details that are left out will highlight what you still need to discover.
- No two candidates have the same work experience or educational background so a one-size-fits-all approach won't work for your recruitment strategy. It's vitally important to prepare for your interview well in advance.
Make your candidate less nervous by allowing them the chance to prepare for your questions. Tell her that you'll be asking:
- Technical questions, or
- About their personal career objectives and their most recent work experience.
3. Choose the venue carefully
The location of the interview is as important as the questions you choose to ask. If you're having a one-on-one conversation at the 20-seater boardroom table, this will feel intimidating or impersonal to your candidate. A quiet lounge with a cup of coffee can encourage a better dialogue. In the same way, a small office with five panel members will feel cramped and if you're running around to find your candidate a chair because you haven't booked a venue this won't make your candidate less nervous.
4. Don't rush the interview
Often candidates don't know they're the 9th interview for the day. While you may be thinking of your full inbox, your candidate is entirely dedicated to making a lasting impression. Instead of rushing the interview, rather use all the time you've scheduled as candidates tend to open up the longer the opportunity that they have to do so. If an interview runs over, don't make the next candidate wait as this will instantly make them feel anxious as, for example, they might feel that you'll end up cutting their time short or they'll stress about getting back to their current job on time.
5. Show the candidate you're involved
As part of your recruitment strategy, in the interview show that you're involved with the candidate and not merely firing questions at her and taking notes. If you show the candidate you're interested in them she'll open up:
- Listen and respond sincerely at the appropriate moments.
- Nod your head, smile, maintain eye contact.
- Record your interviews instead so that you can get a lot more conversation in.
6. Small details add the biggest value
A large amount of candidates' panic is hidden by the smallest details. So think of the little things to make a candidate less nervous:
- Provide a concise map, GPS coordinates or information on the best way to get to your office using public transport,
- Pre-book parking or have your receptionist greet them pro-actively, or
- Offer them a refreshment.
Never underestimate the calming effect of a welcoming attitude and a warm genuine smile. You are after all the entry point for that candidate into your organisation.
