How does the Beginning of the Interview Affect Its Outcome?

How does the beginning of the interview affect its outcome?
It's no secret that during a meeting, most people read the emotions and mood of the interlocutor, which greatly affects the overall tone of the conversation.

The purpose of any interview on the part of the employer, of course, is to evaluate the candidate based on experience, competencies, motivation. However, for any person, an interview is a great stress, which often makes it difficult to focus on the questions being asked, to demonstrate their strengths during the meeting.

It is very important to help the candidate cope with the initial excitement at the beginning of the meeting so that he can calm down and pass the interview at the proper level. After all, you are interested in objectively assessing whether a candidate is suitable for you.

If it is possible to build a transparent and comfortable dialogue with the candidate, then this will minimize the percentage of socially expected answers and the person will be determined to share truthful answers with you. In addition, the candidate will be able to respond much faster to questions, not be afraid to make mistakes, and discuss his thoughts with you. This is possible only if you are friendly from the first minutes of the interview, interested in the candidate and ready for a productive meeting.

And it's not difficult at all. The main thing is to listen to basic advice and common sense.

Here's what we recommend:

  • If the meeting takes place on zoom/google meet, then turn on the camera
  • Don't be late (if lateness is unavoidable, it is better to warn the consultant and the candidate)
  • Introduce yourself at the beginning of the meeting or ask the consultant to introduce all the participants of the interview (it is very important for the candidate to understand with whom he will communicate)
  • Tell a few words about how the meeting will take place (it is always comfortable to understand the plan, goals and timing of the conversation in advance)
  • A couple of minutes can be given to Small talk (for example, to discuss some industry news)

  • Be friendly, focused only on the meeting (not distracted by messengers, strangers, and other irritants)
  • Do not conduct an interview in the format of an interrogation (of course, you most likely have a certain list of questions that need to be asked, but it would be great if there are smooth transitions between them and comments from you on the candidate's previous answer)
  • To tell more about the vacancy and the project (it is important to do this even if the candidate does not suit you for the position)
  • Listen carefully and hear what the interlocutor shares with you

All these simple recommendations will help you start an interview with a candidate and get him to talk.

If the candidate feels that he is interesting, the tone of the meeting will be friendly, then he is more likely to open up much better at the interview.

If you ignore these tips, then the interview, of course, will still begin and pass, but it will deprive you of the opportunity to leave a positive impression on the candidate after meeting with you, will not allow the interlocutor to fully feel comfortable and openly conduct a dialogue.

Thus, you may miss and misjudge a talented and valuable candidate for you.

In addition, the quality and format of interviews directly affects your employer brand.

It often happens that a candidate does not fit a certain vacancy, but you are ready to consider him for others, and then his impression of the previous meeting is extremely important.

By the way, these simple tips will help you effectively start and hold any meeting, not just an interview with a candidate, it's just that in our case it's especially important.