Tag: Quiet Candidate

Part Two: Are you Going to Interview A Quiet Candidate?

are you interviewing a qc

In part one, we talked how a candidate might appear quiet and passive owing to reasons like:

  • Their general nature. An introvert appears quiet, but that doesn’t necessarily mean they have nothing to say. In fact, they can have a lot to say if one talks about the right thing, here when one talks about the job.
  • Life situations
  • Recent tragedy

We saw how it is important to get over the general assumption that a talkative, enthusiastic candidate is a good candidate, and that being generally quiet is a bad quality.

We talked about the false assumption that a lack of confidence or self-esteem doesn’t necessarily amount to incompetency.

Dismissing someone because they are “too quiet” during their interview without giving them a chance can lend unfairness to the process.

Under Pressure: 

But interviews are tough to take. The interviewer has the pressure to make the right decision, with a limited amount of information and background about the candidate at hand. Sometimes, the interview is more than enough but sometimes, there is this inkling feeling: what if I pass over a really good and deserving candidate?

We bring you the final part of the Quiet Candidate series, this time for someone who is interviewing a person seemingly of few words.

Here are some tips to keep in mind while interviewing someone who just doesn’t seem to utter a word.

 

Interview, Not an Interrogation:

Many candidates, especially those on the anxious side may feel intimidated by the thought of having to go for an interview. In such cases, you can remember as an interviewer to convey them that they are here because your organisation is genuinely interested in their skills, accomplishments, and what they can offer, etc. Conveying that one is not going to be interrogated but actually being talked and listened to might help ease the nervousness a bit.

 

Minds Off the Interview:

It is a good idea as an interviewer to lay out the details of the job. When the details are laid out, the interviewee might get a more precise idea about what the job would involve, and whether they would be able to do it or not. You will thus help the candidate in taking their minds off the interview, loosen up a bit and actually begin talking.

 

Assume Out Loud:

If the job needs the person to be talkative, vivacious or at least socially adept, let the candidate know.

And if you feel like the candidate lacks social skills to handle the position, convey that feeling politely. The need to prove your assumption wrong may actually make the candidate talk about their past accomplishments and strengths.

But make sure you aren’t using an accusatory or condescending tone.

 

Walk to the Conclusion:

It is important to remember that the application went a step ahead onto the interview for a reason. Remember this before jumping to conclusions. While this is not saying to not rely on your skills to assess someone, don’t take just the “talking” factor into consideration while making the final decision.

 

Find Other Sources:

If you have a feeling a candidate can do much better than their interview, it is a good idea to talk to the references listed to get a more clear idea and convert the feeling into something more concrete.

One might also get more information about the life of the person, which often helps to make sense of certain oddities in behaviour. Word of God may have a certain weight to it, but words of former employers, former colleagues, professors, teachers are pretty helpful if you want a wider picture of the candidate.

 

Instincts, experience, attention to numerous details, not hanging on to just one aspect, are some key words to remember while interviewing someone who appears quiet and reserved. You better think twice before making any decision!

Part One: Are you A Quiet Candidate?

Are you a quiet candidate image

 

Interviews can be tough for those who are generally quiet, soft-spoken, anxious or are not sure about what to say. Introverts are people of few words, especially on occasions that may feel like mere formality to them. But that doesn’t necessarily mean they have nothing to say.

Furthermore, life situations, a recent tragedy, constant rejections etc,. could also make an otherwise vivacious person into someone who appears tired and awkward. Such people might come across as mediocre, passive candidates.

It is important to get over the general assumption that a talkative, enthusiastic candidate is a good candidate, and that being generally quiet is a bad quality.

Moreover, it is worth taking note that lack of confidence is not the same as a lack of self-esteem, and that a lack of both does not necessarily mean someone is bad at their job.

Tricky Business: 

But interviews are tricky, especially for someone who is not comfortable with the spoken word. There is a pressure to convey the right things, in the right words, in a limited space of time. That too, without sounding pushy or inauthentic.

What can you do if you fear you will come across as a quiet candidate?

We bring you part one of the bi-article series of the Quiet Candidate. Here are some psychological tips to remember which may be used as starting points for thinking about more practical solutions.

 

Listeners First, Interviewers Later:

Remembering that the interviewer is interested in what skills you can offer, in what ways you can contribute to the organisation/institution etc.,  is a good strategy to bring out the flow of words and getting rid of the anxiety surrounding the concept of interview itself. Remember, you are not going for an interrogation. A panel of people genuinely wants to listen and talk to you!

 

Job > Interview:

As a candidate, you can try your best to make yourself see beyond the interview: the job. As basic as it sounds, thinking about what the job may entail, the roles involved may keep you from dwelling on the interview. Thinking beyond the immediate short-term may help you to find better things to think and talk about. Over-thinking can drive you crazy but long-term thinking can give you perspective and a sense of calm.

 

Check:

Go through the job role. See if it falls within your comfort-zone, and if it doesn’t ask yourself how much prepared and willing are you to move out of your zone. And make sure you talk about that preparedness and willingness during the interview.

If you would not prefer a job which has a lot of talking to do, or a lot of social-interaction, then do not apply for it. Use your knowledge of self and see what else can work. Or apply only after thoroughly weighing the pros and cons. Sometimes, climbing a tree is not a great option when the ability lies in swimming through the waves! But if it is a case where you have to apply for the job, the next point can be useful.

 

Say it:

Some jobs require one to be talkative or at least socially adept. It is very easy for the external observer to misunderstand being quiet as being mediocre.

As a quiet candidate, if you  feel like the interview is not conveying your skills, you can say that you aren’t usually this quiet. Such a remark might be used as a cue, to begin talking about your past accomplishments or strengths, and thus give a sense of direction to the interview.

 

Remember the Why:

An application progressed to an interview for a reason. It was deemed good enough. Remembering the why’s would ensure there is not too much anxiety.

You may use this as an affirmation. Furthermore, recalling by a simple “why” the reason you thought the position appealed to you and why you felt you should apply, can help you find points to talk about.

 

References Are Important:

As a candidate it is necessary to list out reliable, relevant references. While many people often consider this section of their CV a mere formality, it is not so. Rather, what someone else has to say about you may become important when/if your words aren’t enough, and here is when hiring managers often get in touch with your references. Former colleagues, former employers, professors, friends, teachers are great sources of creating a detailed picture of you, which might not have been apparent in the interview.

While it is not possible to control what others assume, it is certainly possible to communicate clearly. And it is certainly, certainly possible to have conviction in your skills, and transmute that confidence in your bearing. So, if you are the quiet candidate, you can heave a sigh of relief that interviewers are indeed deliberating over you!

Part two coming soon!