An Interview Is A Conversation and Not an Interrogation

An Interview Is A Conversation and Not an Interrogation

Human resource (HR) professionals’ career is becoming more challenging as ‘employee experience’ should be the voice of the HR department. It all starts with the hiring process itself.

An interview is the first step of interaction between a potential candidate and a prospective employer. It is a crucial time for two people to see if they are mutually fit. Thus, it should act as a connecting bridge for the candidate and prompt interest to join the organization. It must never feel like an interrogation.

During an interview, aside from answers to questions, candidates are judged on their personality traits like passion, curiosity, tone of voice, sense of humor, perceived kindness, and more. It is necessary to maintain a smooth and optimistic conversation flowing effortlessly instead of putting the candidate in pressure.

When both participants are doing an equal amount of talking, the conversation or the interview will become more organic and productive. It brings smiles to the potential candidate and brightens up HR careers too. Let’s see how to make an interview as an interactive method to know each other rather than a questionnaire.

For an interviewer (hiring managers)

Break the ice:

Small talks are essential to building rapport. As a hiring manager, you should not rush through this and move toward the Q&A session. This is an apt time to see personality traits which a hiring manager must not miss. Take advantage of this time and relate to the candidate as much as possible to understand.

Be optimistic:

Any people for that matter enjoy the company of optimistic people. As a certified HR professional, it is necessary to maintain the optimism and positive wavelength throughout the conversation. It will let the candidate to enjoy and prompts to work together in the future.

Ask open-ended questions:

It is recommended to ask open-ended questions and help candidates open up and speak on their perspectives and experiences. Reduce their pressure and allow them to showcase their achievements and academic knowledge.

Also, encourage candidates to ask questions. With this approach, you can positively influence their opinion of the organization and also assess the candidates at a subtle level.

For an interviewee (potential candidate)

Optimal research:

As an interviewee, it is necessary to research the company and use the details during the interview process. It will show that you have taken the interview process seriously, your dedication to the job post, and creates a conversation that is more in-depth and productive.

Listen to hiring managers:

It is recommended to listen to your interviewer. It helps you to pick up the subtle points which can be used later in the conversation. Listening gives an edge over the competition. Be as professional as possible and humanize yourself.

Answer correctly:

It is accepted to take time to answer tough questions along with an explanation of the thought process behind the answer. If you are not confident about the answer, it is good to say, ‘I am not certain’ rather than spilling out some irrational answers. You should understand that many times hiring managers ask questions until you fail to answer. There is nothing to win here. It’s okay to say ‘don’t know’ if you don’t know the answer.

It brings a true conversation and a smooth and lively environment.

To conclude…

An interview is an investment from both parties to develop a relationship. There should be a relationship built with a long-lasting soothing effect despite the candidate gets hired or rejected.

Sharing your assessment with the candidate ends an interview. Give a positive perception of the interview experience so that the candidate appreciates the candid even if fails to succeed in the interview.

The key takeaway:

Turning interviews into interactions helps to build a rapport between the two parties. It is like a preview of the employee experience one can look forward to.

For HR professionals, inculcating the right employee experience to the candidates in the first place is a successful step toward organizational growth. Along with experience, having an HR certification boosts the confidence level of HR to conduct an interview.

It helps to select the right candidate with the right mix of potential, knowledge, skills, and cultural fitment. A traditional Q&A session will not meet these goals of the organization. We all are human beings and the human approach wins in the end.


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