You're faced with a challenging interviewee. How will you handle their confrontational behavior?

If they are polite then I don’t see the problem. You want to hire intelligent passionate professionals that are not “yes” people and can bring value with different point of views. Obviously there has to be validity to their points. If they are not polite, I will just let them talk and as soon as I can end the interview. I would also let HR know and they will handle it from there. It has happened to me couple of times.

#STAYCALM ~The first thing to do when an interviewee is acting confrontationally is to maintain your composure. ~Although feeling defensive or uneasy is normal, responding in kind can make things worse. ~Take a deep breath instead, and keep your composure. By maintaining your composure, you convey professionalism and foster a relaxed atmosphere that can ease tension. ~By using this method, you may also think clearly and attentively address any issues or complaints raised by the interviewee, which is often crucial in reversing the negative tone of the conversation.

This has happened to me twice (and once to my dotted line report). You need to let them know to not talk to you in a threatening or insulting way and state that if it continues you will end the interview and then follow through if it does. Then you let the hiring manager know about the issue.

One thing I've found to be helpful is to notice when people repeat themselves in a conversation. If they repeat a statement, possibly more than twice, it can mean that they don't feel heard. At that point, it's not a conversation... it's two monologues. If I think I've answered their concern, but they repeat the concern, then I know I haven't truly understood their meaning. I ask for clarification, and I communicate my intention to understand them better. Asking questions without letting the person know your intention can lead to the person feeling attacked in some way. Communicate your caring, then invite the deeper conversation.

#ActiveListening ~Dealing with a contentious interviewee requires active listening skills. ~Observe carefully what they are saying without interjecting. This shows respect and helps you figure out why they act in such a combative manner. ~Confirming your comprehension of what you've heard might make the interviewee feel heard and appreciated. ~An interviewee's defensiveness can frequently be eased and a more fruitful conversation might ensue when they just feel recognized.

#SettingBoundaries ~It's critical to set boundaries and be understanding at the same time. ~Notify the applicant that certain actions are unacceptable, even though you are willing to listen and interact with them. ~ Declare in a stern yet courteous manner that the interview cannot progress without mutual respect. ~ By establishing these ground rules up front, you can stop a combative interviewee from taking over the discussion or going in the wrong direction.

~Refocusing the topic can be helpful if the interviewee becomes combative. After addressing their issue or concern, gently bring the conversation back to the main subject. ~ This method helps to steer the interview in the right direction and keeps it from getting heated. ~By shifting the interviewee's attention, you can get them back on track and carry on with your evaluation of their fit for the position.

~Many times, confrontational conduct is the result of underlying problems or worries. ~Asking them what would make them feel more at ease or what answers they might have in mind can allow you to work together to address problems. ~ When both sides work together to solve problems, a confrontational situation can be changed into a cooperative problem-solving session. ~ It demonstrates to them your willingness to collaborate with them to reach their goals and your commitment to a successful outcome.

Based on my experience, when an interviewee becomes confrontational, it is often due to negative experiences in previous jobs. This person is determined not to repeat the same mistakes, which is why they probe more deeply. Therefore, I consider it important to ask clarifying questions. This shows attentiveness and a willingness to address their concerns, often diffusing tension and leading to a more productive conversation. Don't forget to discuss the candidate's performance with your team after the interview. Determine if the confrontational behavior was a one-time issue or indicative of their general demeanor. Make a decision based on a comprehensive assessment of their qualifications and cultural fit for the company.