{"id":999881574,"date":"2016-09-20T19:11:00","date_gmt":"2016-09-20T19:11:00","guid":{"rendered":"https:\/\/dice.npgdev.com\/?p=11894687"},"modified":"2016-09-20T19:11:00","modified_gmt":"2016-09-20T19:11:00","slug":"5-ways-manage-awkward-interviews","status":"publish","type":"post","link":"https:\/\/dice.npgdev.com\/hiring\/recruitment\/5-ways-manage-awkward-interviews","title":{"rendered":"5 Ways to Manage Awkward Interviews"},"content":{"rendered":"

\"shutterstock_237061474\" We expect candidates to feel a certain amount of pressure when they sit down for interviews. But that conversation can prove just as awkward for interviewers, according to Flo Yee, a career transition consultant in New York who often works on corporate outplacement projects. The stakes are high for both parties, she notes: candidates want to sell themselves as the right person for the job; the interviewer\u2014whether they\u2019re a recruiter, HR staffer or hiring manager\u2014wants to avoid incurring the costs that come with making a bad hire. Not only that, but the interviewer must control the conversation so that it\u2019s cordial and productive for both sides. \u201cAn interviewer has many roles,\u201d said Barry Drexler, a 30-year HR veteran who now consults as \u201cthe Expert Interview Coach\u201d in New York City. \u201cOne of them is to create a safe environment that encourages communication.\u201d To do that, Drexler suggests starting off with small talk to lighten the mood and get the conversation moving. That will make your path easier if the interview takes an awkward turn later on. Here are five tactics to keep in mind whenever you speak to candidates face-to-face, via video, or on the phone: <\/p>\n

Prepare<\/h3>\n

Conversations can become uncomfortable because the interviewer hasn\u2019t prepared. \u201cJust as we expect the candidate to know the company, the manager needs to do their homework on the candidate,\u201d Yee said. \u201cThat means reading their r\u00e9sum\u00e9 and preparing interviews that will provide an inventory of their skills.\u201d Arriving unprepared can embarrass both the interviewer and the organization, Lee added. You might start asking questions that don\u2019t align with the candidate\u2019s work history, or probe for examples of how they\u2019ve tackled problems they\u2019ve never encountered\u2014something you\u2019d have known if you\u2019d read their r\u00e9sum\u00e9. Either way, the candidate will be left with the impression that you\u2019re more concerned with getting through the meeting than finding the right solution for the job, or that you\u2019re simply sloppy in the way you approach your work. In a labor market as tight as the current one, that\u2019s not the kind of reputation you want to develop. <\/p>\n

Stay in Control<\/h3>\n

Interviews can jump the rails for any number of reasons. When they do, it\u2019s important for you to move the conversation back in the right direction. This is especially true when candidates try to take control so they can showcase their strengths and skirt their weaknesses. \u201cRemember candidates should talk 80 percent of the time,\u201d said Drexler, \u201cbut if they blurt out something inappropriate or start answering questions with questions, you may have to say politely, \u2018I\u2019m conducting the interview.\u2019 Your job is to keep it on-track.\u201d <\/p>\n

Be Flexible<\/h3>\n

Despite those challenges, sometimes a candidate may go off on a tangent that can demonstrate their personality and approach to work. For example, it might be smart to let a candidate talk off-topic if the role requires a lot of personal interaction: their discourse could give a sense of how they\u2019ll converse with customers or colleagues. <\/p>\n

Be Diplomatic\u2026<\/h3>\n

If the candidate is rude, asks uncomfortable questions about the company\u2019s finances or puts you on the spot in some other way, keep your cool. For instance, if they declare something like, \u201cWell, I assume I\u2019ve got this job locked up,\u201d Drexler suggests you \u201cdiplomatically and neutrally\u201d explain the hiring process and let them know you\u2019re continuing with it. Or a candidate might put you in an awkward spot by saying they have a competing offer on the table and owe the other employer a timely decision. In that case, and assuming the candidate is well-qualified, get the offer\u2019s details and ask them to delay their decision so you have time to consider your next steps. Also, be honest. If the candidate expresses concern about the company\u2019s lousy performance during the last three quarters, or wants to know what\u2019s behind the negative news they\u2019ve seen in the media recently, address the issues as honestly as you can. \u201cDon\u2019t fudge it,\u201d Dressler said. \u201cTell them both the good and the bad.\u201d Such interviews are just a part of life. <\/p>\n

\u2026to the End<\/h3>\n

Sometimes interviews are awkward from the start\u2014such as when you face an obviously unqualified candidate\u2014or the candidate makes a move from which there\u2019s just no recovery, such as excusing themselves to take a phone call. In those types of situations, remember that the labor market is tight and that candidates talk to each other. If you\u2019re annoyed, hide it. Continue the interview, even if you abbreviate it. \u201cYou always want to keep your cool, evaluate the person, and make your decision later,\u201d Drexler said. When he had a candidate step out of an interview to take a phone call, Drexler didn\u2019t say anything when he returned, even though \u201che\u2019d disqualified himself.\u201d Though he began winding up that particular interview, Drexler \u201crarely tells people they\u2019re done on the spot,\u201d he said. Yee and Drexler agree that it\u2019s important for candidates to feel they\u2019ve been heard, even if the interview only convinces you they\u2019re wrong for the job. If you decide to cut an interview short, Lee suggests that you \u201clet them talk so they feel like they\u2019ve had a chance to make their case. And keep asking real questions. Don\u2019t switch to chit-chat.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"

We expect candidates to feel a certain amount of pressure when they sit down for interviews. But that conversation can prove just as awkward for interviewers, according to Flo Yee, a career transition consultant in New York who often works on corporate outplacement projects. The stakes are high for both parties, she notes: candidates want […]<\/p>\n","protected":false},"author":132,"featured_media":11894687,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2155],"class_list":["post-999881574","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hiring-candidates"],"acf":[],"yoast_head":"\n5 Ways to Manage Awkward Interviews - Dice Hiring<\/title>\n<meta name=\"description\" content=\"We expect candidates to feel a certain amount of pressure when they sit down for interviews. 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