During any interview it is important to obtain details about the Candidate being interviewed and to build rapport. Following are six recruiting Ninja secrets used by experienced recruiters that do both.
By “Chip” Richard Cameron – Owner of Cameron Resources Group LLC (407) 359-1557
1. Ask open-ended questions
During any conversation it is the listener who is in control, not the talker. Listeners are getting data, talkers are giving it. Open ended questions by design encourage a Candidate to talk. A good open-ended question might be “Sounds like this was really challenging. Tell me what your part was in implementing….What was your biggest obstacle?” It is non-judgmental, shows interest, and is likely to lead to more information. A poor response would be “Have you ever done XYZ? How many years of experience with XYZ do you have? Can you do XYZ?” because it forces the Candidate into one-word answers, gives the impression that the recruiter is more interested in the skills than the person.
2. Use silence
Silence is powerful in controlling the conversation. Use it for emphasis and to encourage someone to share more information.
By remaining silent at key moment throughout an interview Clients can gain a tremendous amount of information and uncover hidden gems and red flags.
3. Incorporate listening checks
Use words and phrases like “yes,” “O.K.,” or “I see,” throughout the interview to convey that you are paying close attention to the Candidate. These responses will encourage the subject to continue talking and gradually share more information.
4. Mirror the Candidate
Repeating the last word or phrase the person said to show you’re listening and engaged. Yes, it’s that simple — just repeat the last couple of words. For example, a Candidate may declare, “I’m really looking for a more challenging opportunity” to which you may respond, “A more challenging opportunity, huh?” This will inevitability encourage the Candidate to share more information.
5. Paraphrase the Candidate
Repeating means to say back to the Candidate what you think they meaning your own words . This is a powerful rapport builder that helps you view the situation through the Candidates eyes and shows that you are really listening.
6. Label — don’t judge — emotions that you detect
If you think a Candidate feels a particular emotion about a job, location, or even the opportunity you are calling them about label what you think they are feeling and validate it. This shows that you’re identifying with how they feel and is a strong building of rapport. Do not say anything about the validity of the feelings, just communicate to the Candidate that you understand.
During an interview a good use of labeling might be “It appears that you are pretty frustrated with your current job…..” This recognizes the feelings without judging them and is an excellent means of both obtaining information and building rapport.
A poor response would be “You shouldn’t feel that way. Now might be the time to consider a new career move” This is judgmental, tells the Candidate how not to feel, minimizes the Candidate’s feelings, and creates a resistance to an idea that should be originated within the Candidate’s own mind.