hand? (A two-handed shake is usually regarded as a sign of over-familiarity at the outset of the first meeting, though there are some regional/cultural exceptions to this rule.)
Did the candidate look you in the eye?
Did the candidate smile?
Did the candidate use your name when greeting you?
What to Look for: Body Language
After the candidate takes a seat, you’ll be doing the lion’s share of the talking to begin the meeting. After you have put the person at ease by asking a few rapport-building questions, begin to monitor his or her gaze, physical posture, and general bearing. Use the questions below as a rough guideline, and make discreet notes as the interview moves forward. The more “yes” answers you record, the more comfortable (and, presumably, forthcoming) the person is likely to feel interacting with you.
Does the candidate make appropriate intermittent eye contact with you—neither staring you down nor avoiding your gaze?
Is eye contact broken only at natural points in the discussion, rather than suddenly, such as in the middle of an exchange?
Is the candidate’s mouth relaxed? (A tightly clenched jaw, pursed lips, or a forced, unnatural smile may indicate problems handling stress.)
Are the candidate’s forehead and eyebrows relaxed? (Ditto.)
Does the candidate occasionally smile naturally?
Does the person avoid nodding very rapidly for long periods of time while you’re speaking? (This is shorthand for “Be quiet and let me say something now,” and it is inappropriate in an interview setting.)
Does the candidate move his or her hands so much or in such a weird manner that you actually notice? (Constant twitching of the fingers, or even worse, knuckle-cracking, may mean you’re dealing with a person who simply can’t calm down. Yes, an interview is an unsettling experience, but so are some of the tasks this person will have to perform on the job!)
On a similar note, does the candidate avoid shuffling and tapping his or her feet?
Is the candidate’s posture good? (Chair-slumpers send an unfortunate silent message: “I’m not even trying to make a good impression.” If you hire that person, you may encounter that message on a daily basis.)
Are the candidate’s eyes usually gazing forward rather than darting all over the room?
Is the candidate’s head upright?
Does the candidate tend to sit with crossed arms? (This may signal either a confrontational attitude or a sense of deep insecurity, neither of which is a great sign.)
Does the person appear to be breathing regularly and deeply?
Is the person’s personal hygiene and grooming acceptable? (In other words, would you want to sit next to this person during a long meeting? Ask yourself: If the candidate won’t make an effort to clean up his or her act for a job interview, what will the average workday be like?)
What to Listen For
What the candidate says is certainly important, but so is how he or she says it. Make circumspect written notes if you cannot answer “yes” to all of the following questions during the interview. Three or more such notes during the course of a half-hour interview could indicate a problem with social skills.
Does the candidate respond in a clear, comprehensible, and confident tone of voice?
Does the candidate avoid prolonged pauses in the middle of sentences?
Is the candidate’s speaking rhythm consistent and appropriate?
Does the candidate avoid rambling answers?
Does each of the candidate’s answers have a clear concluding point, or do they all seem to just trail off into nothingness?
Does the candidate avoid interrupting you? (Breaking in while a representative of a prospective future employer is speaking shows poor judgment and underdeveloped people skills.)
Does the candidate take time to consider difficult questions before plunging in to answer them?
Does the candidate ask for additional information or clarification when dealing with complex or incomplete questions?
Does the candidate offer answers that are
Did the candidate look you in the eye?
Did the candidate smile?
Did the candidate use your name when greeting you?
What to Look for: Body Language
After the candidate takes a seat, you’ll be doing the lion’s share of the talking to begin the meeting. After you have put the person at ease by asking a few rapport-building questions, begin to monitor his or her gaze, physical posture, and general bearing. Use the questions below as a rough guideline, and make discreet notes as the interview moves forward. The more “yes” answers you record, the more comfortable (and, presumably, forthcoming) the person is likely to feel interacting with you.
Does the candidate make appropriate intermittent eye contact with you—neither staring you down nor avoiding your gaze?
Is eye contact broken only at natural points in the discussion, rather than suddenly, such as in the middle of an exchange?
Is the candidate’s mouth relaxed? (A tightly clenched jaw, pursed lips, or a forced, unnatural smile may indicate problems handling stress.)
Are the candidate’s forehead and eyebrows relaxed? (Ditto.)
Does the candidate occasionally smile naturally?
Does the person avoid nodding very rapidly for long periods of time while you’re speaking? (This is shorthand for “Be quiet and let me say something now,” and it is inappropriate in an interview setting.)
Does the candidate move his or her hands so much or in such a weird manner that you actually notice? (Constant twitching of the fingers, or even worse, knuckle-cracking, may mean you’re dealing with a person who simply can’t calm down. Yes, an interview is an unsettling experience, but so are some of the tasks this person will have to perform on the job!)
On a similar note, does the candidate avoid shuffling and tapping his or her feet?
Is the candidate’s posture good? (Chair-slumpers send an unfortunate silent message: “I’m not even trying to make a good impression.” If you hire that person, you may encounter that message on a daily basis.)
Are the candidate’s eyes usually gazing forward rather than darting all over the room?
Is the candidate’s head upright?
Does the candidate tend to sit with crossed arms? (This may signal either a confrontational attitude or a sense of deep insecurity, neither of which is a great sign.)
Does the person appear to be breathing regularly and deeply?
Is the person’s personal hygiene and grooming acceptable? (In other words, would you want to sit next to this person during a long meeting? Ask yourself: If the candidate won’t make an effort to clean up his or her act for a job interview, what will the average workday be like?)
What to Listen For
What the candidate says is certainly important, but so is how he or she says it. Make circumspect written notes if you cannot answer “yes” to all of the following questions during the interview. Three or more such notes during the course of a half-hour interview could indicate a problem with social skills.
Does the candidate respond in a clear, comprehensible, and confident tone of voice?
Does the candidate avoid prolonged pauses in the middle of sentences?
Is the candidate’s speaking rhythm consistent and appropriate?
Does the candidate avoid rambling answers?
Does each of the candidate’s answers have a clear concluding point, or do they all seem to just trail off into nothingness?
Does the candidate avoid interrupting you? (Breaking in while a representative of a prospective future employer is speaking shows poor judgment and underdeveloped people skills.)
Does the candidate take time to consider difficult questions before plunging in to answer them?
Does the candidate ask for additional information or clarification when dealing with complex or incomplete questions?
Does the candidate offer answers that are
Similar Books
