In the world @work it’s easy to forget that people can have all sorts of other stuff going on in their life that makes them more or less vulnerable. Whether it’s financial strain, stress from their past or current workplace, contending with being made redundant or failing to make initial headway with job applications, there are myriad reasons why people might not cope well with a job interview.
A couple of times recently I’ve interviewed candidates who had good resumes and phone screened well, but at interview it was clear that all was not well in their world. Despite the usual nerves, there were some concerning signs that included being anxious, insecure and defensive; they were clearly people who were in desperate need of work.
These are always tricky situations that call on our professionalism, emotional intelligence and compassion.
As recruiters or hiring managers we spend a lot of time interviewing and we are generally very comfortable with the conversations we have with candidates. Before gathering information about their background, skills and work experience, we aim to put people at ease with some small talk and outline what it is we want to discuss. Sometimes it can feel like speed dating. Even when done well, it can feel a little invasive.
I’m sure I am not alone when I admit that I have struggled with my own job applications at various times in my career. You know how it goes, the contact person was elusive, the interview didn’t run smoothly or I brought a negative work experience to the table that didn’t add value to the discussion. I too have been frustrated because I thought my age or some time out of the workforce was a barrier to making progress. All of those emotions are best left outside the door when we apply for jobs.
Most times a skilled interviewer will put people at ease, overcome their interview anxiety and uncover the value they can bring to an employer. On those occasions when we can’t help a candidate further, we’re guided by respect for the person and our primary objective – to find the right person for the job.
Let’s be mindful that when hiring we are in a position to help or harm and everyone – every one – deserves respect. Take a few minutes to listen to Sting and Stevie Wonder perform Fragile in this video, which prompted me to pause and reflect.
How have you handled a fragile situation in a business context? What did you learn from the experience?