There are different types of a difficult candidate that hiring manager’s experience in an interview. Here is a list of the most common and how to deal with the situation.

The Quiet Candidate

Conducting an interview with a quiet or shy candidate can be difficult, as it becomes increasingly hard to keep the 80/20 contribution split. A good way to get a candidate talking is asking ice-breaking questions and invite them to give their experiences that relate to the role. The candidate might be quiet due to nerves or may feel uncomfortable with the interview format. It is important that you can change you interview style if needed to help the candidate relax.

The Suspicious candidate

A candidate who appears suspicious will ask a lot of questions about the role, the interview and the company. This can be time consuming, so it is important to explain clearly the format of the interview and identify any areas of questioning in advance so you can incorporate these into the interview.

The Overly Talkative candidate

A candidate that likes to talk can be difficult to reign in. If a candidate goes off on a tangent, you can gain control of the situation by asking questions that subtly close down their response. Phrases like, ‘can you briefly explain…’ will imply a shorter answer is required. If this does not work, try asking for a summary of experience or ask closed questions.

The Assertive candidate

The candidate that is full of self-confidence will try and gain control of the interview and give the appearance that they would easily be able to manage the role they are applying for plus more. It is important as the interviewer that you re-gain control. You can do this by introducing new question topics, as well as raising the level of questioning, making the candidate think more about their response.

Whatever style of interview you deliver or the type of candidate you have, it is important to have the ability to change your style and format, so that you and the candidate have a good interview experience.