How can you help a nervous candidate perform well during an interview?
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Interviews can be stressful for anyone, but especially for candidates who are nervous or anxious about their performance. As a staffing service provider, you want to help your candidates ace their interviews and land their dream jobs. How can you do that? Here are some tips to help you prepare and support your candidates before, during, and after the interview process.
The first step is to understand your candidates' needs, goals, and challenges. What are they looking for in a job? What are their strengths and weaknesses? What are their main concerns or fears about the interview? By asking these questions, you can tailor your coaching and guidance to their specific situation and help them overcome any barriers or doubts.
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Ashhar Ali - CHRP 🚀🚀
Recruitment Consultant - Strategy & Consulting Practice at Mark Williams
Interview prep is key here. Feed them as much info you can about the role, company, team and the interviewer. Try a mock interview and give them feedback. From my experience, candidates are anxious or nervous when they dont know what to expect.
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Ashish P.
Senior Director Talent Acquisition
1.Meet and greet is important before starting the discussion 2.Being prepared as an interviewer is also important. Study the resumes well 3. Being cordial, checking if the candidate is comfortable before starting the discussion, talking about yourself & your organization to give them a clear view, first, setting the clear agenda of the discussion. 4. Make the interview more of a discussion rather than investigation. 5. Don't be judgmental about their personal preferences, be sensitive to their personal choices 4. Appreciate their achievements,
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LAKSHMI NARESH
When I interview any candidate, I first start with a casual conversation to let him settle first. Any interview is to know the experience of the candidate but not to show my knowledge. Few people are nervous at the time of discussion. It might be first time or been long time they took the interview but it doesn't mean they have no experience. I start with some common topics like asking more information about his current place and how is he familiar about the work location. I never hit the questions straight to the candidate with out building some basic relationship. If I feel he/she is worthy but still nervous, I ask them to prepare for the discussion and reschedule as per their convenient time. I respect an individuals time and experience.
The second step is to provide your candidates with relevant information about the job, the company, and the interviewer. This can help them research and prepare for the interview, as well as build their confidence and credibility. You can share details such as the job description, the company culture, the interviewer's name and role, the interview format and duration, and the expected questions or topics. You can also advise them on how to dress, what to bring, and how to follow up.
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Lisa Schofield
Interested in levelling the playing field? Struggling to attract talent from underrepresented groups? Providing inclusive recruitment solutions to improve your talent acquisition & retention.
Sending out an interview pack with all key info can be really useful. This can include info on the business, the role and interviewers. But also info around parking, where to report to etc. for in person meetings. Remove any ambiguity, and replace with clarity around timings, format, tests, attire etc.
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Sundeep Sharma
Project Management | Certified Scrum Master | Agile | Java | Android | AWS | AWS IOT | Design and Architect Product | ESP32 IOT Projects | Product Development| ESP32 | Arduino Sketch|
1. Talk to him about his achievements, good work, try to make him confident. 2. Talk about his hobbies, interest or anything generic interest like cricket, to make him comfortable. 3. If possible take him for a small walk i.e. cafeteria, giving him detail about company, his role or asking him about his carrier etc.
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Corey Pinkham
Senior Vice President, Staffing Services
The more detailed an interview prep you can provide a candidate the better. Especially if you are able to provide the candidate with information about the interviewer and there interview style not just the facts about the job and company the candidate will feel more prepared. Also, make sure the candidates knows why they have been selected for an interview out of all the candidates that may have applied. A candidate that knows what in their background has peaked the interest of the hiring manager can confidently focus on those areas.
The third step is to practice with your candidates before the interview. This can help them improve their communication skills, refine their answers, and anticipate any challenges or objections. You can conduct mock interviews, give feedback, and suggest improvements. You can also help them practice their body language, tone of voice, and eye contact. You can also teach them some relaxation techniques, such as breathing exercises, positive affirmations, or visualization.
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Margo (Ellis) Christou
Boutique HR Executive Search | Candidate Experience Advocate | MBA Former Senior HR Executive | Certified Executive Coach
Regardless of why the person is nervous, the ideal help is either a structured mock interview or more of a back and forth kind dialogue that mirrors the cadence of an interview. I try to help the candidate create their own connections between what they bring to the table and the problem the role is solving for the business, so they can take those themes and use them in the conversation. I will also sometimes suggest a few behavioral questions to consider. Unexpected behavioral questions can really throw people off. The most important advice I give candidates is to be as conversational as possible. By thinking of the interview as an extended conversation, candidates are usually less nervous.
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Kait Krause-Todd
🎆Disrupting Recruitment in Quantitative Research/Development, Trading, & Portfolio Management 📈
When prepping my candidates I find preparing them on tough to answer questions such as why they may no longer be with their previous company. Another way to help ease nerves is having them understand how to best articulate their answers if I have had to guide them on a complete answer. I may go over how to best structure an answer that way they provide a complete picture to the interviewer without it being a chore. Finally, if a candidate hasn’t interviewed in some time - let’s say a few years I think it’s always great to go over best practices and refresh on interviewing! Sometimes candidates need a reminder to not chew gum or keep the background neutral or non distracting to help win that interview!
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Kolby Terrelonge
CEO - Building successful teams in the Manufacturing, Healthcare, and Finance industries.
Before an interview, I always make sure to practice with a candidate to make sure they are fully prepared. We talk about potential questions they will be asked and go over what makes a strong answer. I also provide feedback on their responses, suggesting areas for improvement and highlighting their strengths. Additionally, I help them develop a list of thoughtful questions to ask the interviewer, showcasing their genuine interest in the company and the role.
The fourth step is to support your candidates during the interview. This can help them cope with their nerves, stay focused, and perform well. You can offer them some words of encouragement, remind them of their strengths and achievements, and wish them good luck. You can also check in with them after the interview, ask them how it went, and congratulate them on their efforts.
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Mark Constan
Founder, Tech Sector Talent Acquisition Consultant & Advisor, Professional Net"worker", Connector of dots and People. Ex Uber (rider), Ex WeWork (member), Ex Myspace (top 8 to many influential people)
Day of the interview, check in with the candidate. Eve if just a text with an encouraging meme or gif. Building confidence will go a long way for someone in the process. And if the candidates wants to talk right before the interview for 10 minutes to go over things try and keep that time open for them and let them know you are doing so and they can reach out carte blanche!
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Corey Pinkham
Senior Vice President, Staffing Services
In my experience when dealing with nervous candidates I have found it helpful to not only prepare your candidates but check in with them the day of the interview. Help them get excited and focused on the interview and have a clear game plan for after the interview on how you want them to follow up. Clearly laying out all the steps in the process will help your candidates feel more in informed and confident during the process.
The fifth step is to follow up with your candidates after the interview. This can help them maintain their interest, express their gratitude, and reinforce their value. You can help them write a thank-you note to the interviewer, highlight their key points, and restate their enthusiasm. You can also keep them updated on the hiring process, provide feedback, and negotiate the offer if they get one.
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Kolby Terrelonge
CEO - Building successful teams in the Manufacturing, Healthcare, and Finance industries.
When following up with a candidate you are trying to place temporarily at a company, it's important to maintain professionalism and keep the lines of communication open. Here's a suggested approach for following up with candidates after an interview for a temporary position: Be transparent about the next steps in the process and the timeline for a decision. Managing the candidate's expectations regarding the hiring process is important for their peace of mind.
The sixth and final step is to celebrate your candidates' success. This can help them feel appreciated, motivated, and satisfied. You can send them a congratulatory message, a gift card, or a testimonial. You can also ask them for referrals, reviews, or feedback on your service. You can also maintain a long-term relationship with them and offer them ongoing support and opportunities.
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Kolby Terrelonge
CEO - Building successful teams in the Manufacturing, Healthcare, and Finance industries.
Celebrating a candidate getting the job is a great way to show your appreciation and excitement for their success. Personally call the candidate to congratulate them. A phone call adds a personal touch and allows you to share in their excitement. Follow up the call with a congratulatory email, outlining your excitement for them and reiterating their strengths that led to their selection.
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Jason Alexander
Chief Revenue Officer & Co-Founder at BANKW Staffing, LLC | jalexander@bankwstaffing.com
Help them realize and quantify their value. This one goes hand in hand with celebrating their success and can go an incredibly long way in building confidence. When attempting to sell ourselves, one of the number one barriers is a lack of understanding of the value we bring to a prospective employer. Help your job seeker see their successes and help them understand the value they bring to the table. This may take some time but it's time well spent.
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Krishna Kishore VS M
Talent Advisor, Technology enthusiastic, Data Miner, Curious Individual
Make them comfortable before Interview. Often we see a potential candidate might not have performed at the time Interview. Though a proper homework is done before the interview, performing at the interview is a different ball game. 1. Give some time before a candidate walks into a meeting room. 2. Tell them who they are meeting and what they do in the organisation. 3. Sell them the culture of the organisation not just the job. 4. The future is here - Walk them through the career path not just what they will do here in the role. 5. Be realistic - Fill in optimism in the candidate and tell them, 'no matter what I say here, once you walk in that meeting room it's all you' and face the interview with self-confidence and rest will follow.
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Jennifer Star ⭐️
Purpose Driven Recruiting Partner♟️ Match C-Suite Executive Assistants with Founders / CEO’s and Executive Team ⭐️ Career Educator 📓 Advocate for Career Happiness 😊 “OPEN MINDS LEAD TO ENDLESS OPPORTUNITIES” ✌️
I find that so many people are nervous because they don’t know why someone should hire them, and either have imposter syndrome or lack confidence. I try to work on the confidence before anything else. Looking at their resume and talking about their bullet points, helps remind them WHY they got the interview. They got it because their experience matches the companies needs. Build from here and you will be amazed at how the mindshift can turn around the entire experience ⭐️
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Peter Vegh
Hard-to-fill position specialist Europe - Senior Talent Acquisition Specialist HUNGARY AND EUROPE
I think a job interview really starts when you break the ice and have a good conversation. you have to take the time. I can tell him a short story about myself so he can see that I'm human also. I let him know that I am very happy that he came to the interview and that it is very important to me personally. I ask him about his successes so that he feels more confident when he looks back on them.