What do you do if candidates struggle to think creatively during interviews?

Understand that not all questions work for everyone. If someone is struggling, reframe the question. Give people chances! They might be smart, but overwhelmed, stressed, panicking, under-practiced or have a neurodivergence. Best to lead with kindness and give people a chance. You can also direct a candidate who isn’t going the right direction by saying, “hm I’m hoping to hear more about x, could you share more about that? Did you do Y?” Come onnnn do your job recruiter!

If candidates struggle to think creatively during interviews, provide prompts or hypothetical scenarios to stimulate their imagination. Encourage brainstorming and open-ended discussions. Assess problem-solving abilities, adaptability, and critical thinking skills through real-world examples or situational challenges to gauge creative potential effectively.

It is necessary to create an environment for the candidate to express himself comfortably. Sometimes, the candidate may not be able to express himself because he is excited during the interview. For example, a candidate's CV looked very successful, but he could not explain himself at all in the interview and could not answer, so I asked ice break questions to make him feel good, I tried to give him time to think, and when he felt good, he said that he had lost his wallet before the interview, so he was very stressed. He felt relieved when he shared it, and when I varied the questions, I started to get answers.It is also important to differentiate the questions.

When candidates struggle with creativity during interviews, it's important to provide a supportive environment that encourages them to think freely. Interviewers can facilitate this by asking open-ended questions that allow for a range of responses, offering scenarios that require problem-solving skills, or providing prompts that can spark creative thought. It's also beneficial to reassure candidates that there are no wrong answers and to emphasize the value of unique perspectives and ideas. This approach not only helps candidates to relax but also reveals their potential for innovative thinking in a less pressured setting.

I'm a big advocate for the STAR Interview framework.. It's a game-changer for me when evaluating candidates. This approach allows them to articulate their experiences effectively, delving into the Situation, Task, Action, and Result of their past experiences. It gives me a comprehensive understanding of their skills and work style dynamics, while candidates get to showcase how they tackled challenges, problem-solved, and fostered collaboration among their peers. It's a win-win for everyone involved

Rephrase questions, clarify, ask for real life examples, be supportive and attentive and move on if candidate really struggles. No need to make the situation stressful.

Ensure that the interview setting is relaxed and non-intimidating to help candidates feel at ease and more open to expressing their thoughts.

If a candidate is struggling to come up with ideas, provide them with prompts or cues to stimulate their thinking. This could involve asking follow-up questions or providing additional context to help them generate ideas.

The best way to encourage more creative and well-crafted answers is to propose scenarios rather than direct questions. This encourages the candidate to construct their own reasoning and also helps to guide a conversation that is not just based on "yes" or "no".

If a candidate is struggling during an interview, the right tools should have been provided prior to interviews even taking place e.g. in candidate communications between being invited and attending the interview. A guide on how to be successful goes a long way. Additionally, best practice these days is dictating providing candidates with all the interview questions in advance unless any candidates are requesting this through a reasonable adjustment request.

Ask questions that make people think and be creative. Don't ask questions with easy answers. Those kinds of questions don't make people think in new ways. Instead, ask about imaginary situations or give problems to solve in a creative way. Tell people to share their ideas out loud. Encourage them and say positive things to help them feel good about sharing. Don't judge or criticize ideas too fast. That can stop people from being creative.

Give candidates time to think before responding to questions. Sometimes, a few moments of silence can allow candidates to gather their thoughts and come up with more creative responses.

Help candidates loosen up and tap into their creativity! Start by fostering a relaxed environment. Use open-ended questions that spark fresh thinking, and avoid yes-or-no options. Present them with hypothetical scenarios related to the role and encourage them to brainstorm solutions. If they get stuck, offer gentle prompts or share a relevant example to nudge them in the right direction. Remember, you're assessing their thought process as much as the answer itself.