6 Steps To Neutralize Post-Interview Anxiety
Post-interview anxiety – There is absolutely nothing wrong in being anxious. When faced with a problem or a situation, people experience anxiety. If you feel anxiety after your interview, this article is for you.
Via LinkedIn : It was by far the most bizarre situation that I’ve encountered in my career as a headhunter. After receiving positive feedback from an initial phone interview, one of my candidates was scheduled for three back-to-back in-person interviews with the organization’s top management team at the firm’s headquarters.
On the day of the meetings, the first interviewer quickly wrapped things up after fifteen minutes and excused himself, presumably to see if the next interviewer was ready.
“Presumably” is the operative word here.
That’s when the unexpected happened: The client’s recruitment coordinator entered the conference room where the candidate was patiently waiting and curtly stated that the other two interviewers were unavailable and they’d get back to him with next steps. Then he was asked to leave.
There were no next steps.
What could the candidate have done differently during the interview to avoid this treatment, not to mention the post-interview anger and resentment that he felt? For that matter, what about individuals that believe their interviews have gone well and are waiting anxiously to hear back from a potential employer?
Here’s a 6 step game plan to obtain real-time, accurate feedback during your interviews.
1. Probe for perceived gaps. Ask your interviewers whether they have any concerns about your ability to be successful in the particular role that you’re interviewing for.
2. If no major concerns are raised inquire about next steps: If true, you should state interest in the opportunity on the basis of what you’ve heard so far and mention that you’re curious as to whether they’ll be recommending that you move forward in the process.
3. Request that they rate you. Say this: “I realize that the issue at the moment isn’t whether you’re prepared to make me an offer on the spot right now. We both know that between now and the time that you receive a formal acceptance and start date from your candidate of choice that you’re going to do what you believe is in the best interests of your organization. That’s not the issue. The issue is, how close have I come in terms of addressing my relevancy for this position? Do you perceive my candidacy to be a strong fit for this particular position at your firm at this time, or would something need to change? On a scale of 1-10, 10 being that you’re absolutely delighted with the prospect of working together, and 1 being that you’re shocked that I’ve come this far in the process, where do I fall on your scale?”
4. Find out whether the interviewer will recommend that you move forward: If the interviewer places you high on the scale, ask: “Will you be recommending that we move forward in the process?”
5. Ask about their time frame: “Great! What’s the next step, and what’s your time frame?”
6. Ask every interviewer that you meet for their business card. You should exchange business cards if you have one. Before the end of each interview ask whether it would be all right for you to call/email/instant message if you have any questions.
If they say yes, this opens the door for a status update in the event that the firm doesn’t get back to you within their originally stated time frame.
As one of my candidates complained while waiting to be scheduled for a second on-site interview with a client: “Their silence is deafening!” If you conclude your interviews this way, you’ll be contributing to lowering the global post-interview anxiety rate.
Alan Geller, The Caring Recruiter, is the Managing Director of AG Barrington, a recruitment and placement firm focused on core. Core is anything that an organization does to create sustainable differentiation within its target niche in the service of competitive advantage.
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