What Can I do to Make a Candidate Feel More at Ease?
A nice way is to go out and greet the applicant in the reception area rather than have him or her brought into the office by your assistant. Consider taking the applicant on a tour of the workplace as you walk to your office.
You might open the conversation with a noncontroversial question such as, "Did you have trouble finding our building?" If the candidate was referred by a friend or a business associate, you might want to talk a bit about that person.
The resume or application may also suggest a means of breaking the tension. For instance, "I notice you went to New York University? Did you ever meet the communications department head, Professor Austin?" Or, "I see you live in Morningside Heights. Have you ever eaten at Olympia Kitchen?"
Referring to past successes noted in the resume, either in previous jobs or outside the work field, also helps.
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The one thing you shouldn’t do: Challenge the applicant as soon as he or she has sat down by asking the question, "So why do you think I should give this job to you?" With that single question, you will close down any further dialogue with the candidate. On the defensive thereafter, the prospect isn’t likely to do more than answer questions asked. To gain the insights you really need to make a good decision about someone, you will have to drill like a dentist, a process that won’t be pleasant for either you or the applicant.