From crazy interview questions at Google to nerve-shredding interviews on the BBC’s Apprentice, the interview process is a tense and daunting experience. While it is rare that candidates will be subjected to this level of scrutiny, what is certain is that interviews can either bring out the very best or worst in candidates. Here are seven bizarre behaviours demonstrated by candidates before, during and after the interview process.
The candidate is asked about motivations
Interviewer: So, what got you interested in this position?
Candidate: My parents told me to apply!
The outcome of this interview was not favourable. Despite the candidate ticking all the boxes on paper, the interviewer stated that this single response resulted in the candidate being rejected. Ill thought out answers is a sure-fire to destroy interview success.
Turning up at the interview at the wrong time
In this example, a candidate turned up at his interview at BST (British Standard Time) when he was supposed to turn up at the meeting at CET (Central European Time). The Hiring Manager wasn’t too happy about this and waited for the candidate for around 30 minutes. It wasn’t until the recruiter contacted the candidate on his mobile that it emerged that the candidate thought the interview was BST when in the confirmation email it was stated that the meeting was CET. When arranging interviews between client and candidates overseas, communication is essential. It’s always good to double-check and if one is pedantic triple check.
Telling a Hiring Manager during a telephone interview, they are not interested in the job.
In this example, the candidate had a full, transparent discussion with the head-hunter, and his motivations and aspirations were known. When it came to the telephone interview, the candidate told the Hiring Manager that they were not interested in the job but wanted to have a general discussion. So as a head-hunter when asking a candidate about their interest in a particular position, it is a good idea to ask them a questions along the lines of “on a scale of 1 to 10, how interested are you in this job” or “what is your level of interest going to be in a few weeks”. That will allow a better understanding of their exact level of interest.
No contact after the interview
In this example, the candidate interviewed with the client with positive feedback with the client inviting the candidate for a second (face to face) stage interview. The recruiter contacted the candidate for a meeting to make the necessary arrangements but despite repeated attempts was unable to get hold of the candidate via mobile email, text. Result = radio silence and even more strange was that this particular candidate was still active on a social media site.
Candidate attending another call at the same time of telephone interview
While it is understandable that unforeseen circumstances might prevent communication between the client and candidate, all other calls must be put on hold. The client has blocked out time to interview so common courtesy should be extended.
Quiet place during a telephone interview.
One of the golden rules in telephone interviewing is that a candidate must be in a friendly, quiet private place when speaking to a recruiter or client. Background noise or a lack of privacy will hamper the ability to give reliable answers and jeopardise chances of further progression in the interview process.
Failing to disclose information to the recruiter or client
One of the pet hates of head – hunters and clients is a candidate failing to update them on issues that may be critical to their candidacy. Common problems include not being transparent about salary expectations, failing to inform of competing offers, interviews with other companies, interview availability. A little foresight will go a long way to avoiding problems further in the process.