How can you ask tough questions while building rapport with candidates?

1 Prepare your questions

Before the interview, make a list of questions that cover the main competencies and expectations of the role. You can use behavioral, situational, or technical questions, depending on the nature of the job. Try to avoid yes-or-no or factual questions that don't reveal much about the candidates' thinking or personality. Instead, use open-ended questions that invite them to share examples, opinions, or solutions. Also, prepare some follow-up questions that probe deeper into their responses and test their logic, creativity, or adaptability.

2 Establish rapport

The first few minutes of the interview are crucial for setting the tone and building rapport with the candidates. Start by introducing yourself, explaining the purpose and structure of the interview, and thanking them for their interest and time. Then, ask some icebreaker questions that help you learn more about them and their motivations, such as "What attracted you to this role?" or "What are you most passionate about in your work?" You can also use some humor, compliments, or commonalities to create a friendly and relaxed atmosphere.

3 Ask tough questions

Once you have established rapport, you can move on to the tough questions that challenge the candidates and assess their skills and fit. To do this, you can use different techniques such as framing, pacing, and pausing. For example, explain why you are asking a question and what you are looking for in the answer. Also, vary the difficulty and complexity of your questions to keep the candidates engaged and alert. Don't ask too many easy or hard questions in a row. Additionally, give them enough time to think and answer your questions without interrupting them or rushing them. Use pauses and silence to encourage them to elaborate or clarify their answers, as well as non-verbal cues such as nodding, smiling, or leaning forward to show your interest and attention.

4 Maintain rapport

Asking tough questions while building rapport with candidates can be a difficult task, but with preparation, practice, and empathy, it is possible. You can make the candidate feel respected and valued by actively listening to their answers, acknowledging their strengths and achievements, and empathizing with their feelings. For example, you could paraphrase what they said to show that you are listening and understanding them. You could also give positive feedback or praise to acknowledge their efforts. And you could express sympathy or support to empathize with their challenges or concerns. By doing so, not only can you evaluate the candidates' suitability for the role, but also create a memorable and positive interview experience for them.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?