Quieting Your Judgment

Many interviewers come across as judgmental without even realizing it. Anytime your judgment comes through to a candidate, they become more selective regarding what information they share with you. This compromises the quality and quantity of data you gather, which increases the probability of a hiring mistake.

There's a counterintuitive truth about rapport that trips up many well-intentioned interviewers:

Rapport means curiosity, not praise.

Be curious to hear someone's full story. "Reward" them with your attention and curiosity as they tell you real, detailed stories. Do not, however, reward them by heaping unsolicited praise on their accomplishments or strengths.

Wait—how could praise possibly be a bad thing?

When you hear a candidate's accomplishment and beam with excitement, "Wow, sounds like you really went above and beyond," you are subtly reminding them that you are actively judging them during the interview. There is a clear implication that you will be equally emotional (dismayed) if they tell you about a big mistake or weakness.

Your praise actually makes it feels a little less safe for them to share the negative stuff!

You've subtly shifted them into "performance" mode rather than simply sharing their story. They are now anchoring their communication to your emotional reactions, and they will become more selective in what they share as a result.

Don't pile on easy praise—just pile on warm curiosity!

There's another problem with excessive praise: it can lower the candidate's perception of you and your company, leading you to come across as a bit...desperate.

High performers are attracted to selectivity. They want to work with other high performers, and are inferring how strong your team is by how selective your process is. Fawning over their answers isn't attracting them—it may even be turning them off.

High performers do, however, love to be understood. Everyone loves to be seen, heard and understood. It's a fundamental human need.

Focus your rapport energy on hearing their story and asking thoughtful follow-up questions. This will convey more care and connection than cheap praise ever could.

Wait, no positive feedback at all?

Of course not! Positivity is a wonderful thing. There's a little natural praise that will happen as a result of helping someone wrap up a story and move on to your next question. For example, "Wow, that's great. What was your unique contribution there?" Just don't overdo it, or editorialize on top of what they have directly shared.

Channel your energy into your deep fascination to hear their story, and quiet your judgment. Candidates will enjoy the experience, give you better data, and be more likely to say yes to an offer.

We're now taking sign-ups for our Q4 Interview Mastery Course. Sessions run from 9am-10:30am PT on December 14, 15, 20 and 21. Click here for more info and to sign up.