Hiring executives are rightly proud of the companies they represent. So proud that they spend considerable time and effort telling the story of their company during the early phases of interviewing employment candidates. Company history, product development, glistening facilities, employee teamwork are examples of high visibility topics highlighted by executives.

These topics are seen as a crucial part of the interview. After observing organizational monologues, I often ask the executive "what have you learned about the candidate that is critical to making a hiring decision" or "describe and compare the candidate's values with those of your company".

Managers dance rhetorically and describe generalist observations but fail to provide detailed information. In this type of interviewing scenario, managers talk 80% of the time: candidates 20%. It is obvious - an interviewer can either talk or listen... Not both at the same time. Information gathering, difficult at best during an interview, is seriously impeded when the company representative talks and talks and talks.

Having sold the Company to the candidate (and having essentially told the candidate the answers to forthcoming interview questions) the interviewer many times has an anxious need to interrogate the candidate. Prepared with their template questions, employers pose one question after another. 

What happens when the candidate hesitates? Or responds in a way which is not consistent with a previous response? The preferred response to hesitation or non answers is SILENCE.

Silence provides the hesitant interviewee an opportunity to gather their thoughts. They can frame responses in a logical, well thought out manner. This comfort building respite gives them time to gather their thoughts and builds confidence in their ability to respond to further questions. Obviously this is of mutual benefit to the candidate and interviewer alike.

When the candidate does not respond to an inquiry, silence again is in order. Having created a non threatening atmosphere, the interviewer calmly waits on the candidate to respond. Yes, time may seem to pass slowly when this technique is 1st utilized. It can feel uncomfortable as we tend to want to fill in all interludes with noise. Our conditioned habits tell us to "hurry up" and ask another question.

Candidates read our pause as a clue that we want an answer to the question presented to them. They know we are going to be patient and wait them out. Yes, the interviewer is exerting silent control in the discussion. Not in a negative or prerogative manner... rather in a constructive manner.

I have found that self discipline is a key to remaining silent as an interviewer. For example, curling ones toes is a helpful technique. Obviously don't cut off the circulation. Just a hint of pressure acts as a reminder to withhold commenting until the candidate responds.

Silence is one of many constructive techniques available to facilitate dialogue. Interviewing is intended to be civil, collegial, and an honest exchange. It is not an interrogation or "gotcha" exercise. Silence can contribute to this positive, mutual respectful conversation.

Contact Bob Handwerk at 262-903-1602 to discuss in person, webinar, or teleconference interview training. http://www.rlhassociates.com

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