Your candidate breaks down in tears during the interview. How do you handle this emotional situation?

Handling an emotional situation during an interview requires sensitivity and professionalism. Maintain a calm demeanor to help the candidate feel more at ease. Acknowledge their emotions and offer support. You can say something like, "It's okay, take your time." If the candidate is too upset to continue, suggest taking a short break. This gives them time to collect themselves. If appropriate, offer the candidate a private space to regain their composure. If the candidate is unable to continue, offer to reschedule the interview for another time. After the interview, follow up with the candidate to check on their well-being and to reschedule if needed. Showing empathy and understanding can help the candidate feel respected and valued.

Se um candidato chorar durante uma entrevista, mantenha a calma e mostre empatia, oferecendo um momento para que ele se recomponha. Ajuste o ambiente se necessário e trate o assunto com sensibilidade, evitando pressionar sobre temas que causam desconforto. Quando o candidato estiver mais calmo, redirecione a conversa para tópicos mais neutros. Pergunte discretamente se há algo que pode ser feito para tornar a entrevista mais confortável e registre o ocorrido para garantir uma avalia??o justa. Mostrar compreens?o e profissionalismo pode ajudar a criar um ambiente acolhedor.

If a candidate breaks down in tears during the interview, stay calm and show empathy. Pause the interview and offer the candidates a moment to collect themselves water. For example, you might say, "I understand this process can be stressful. Would you like a few minutes or perhaps a break to regroup?" This approach ensures the candidate feels supported and respected. Once they're ready, continue the interview with sensitivity to their emotional state, or offer to reschedule if they need more time.

Evite Pressionar: N?o fa?a perguntas adicionais ou pressione o candidato. Dê espa?o para que ele se sinta à vontade. Proponha uma Pausa: Se necessário, sugira uma pequena pausa: "Queremos que você se sinta confortável. Podemos fazer uma pausa rápida se preferir." Mantenha o Profissionalismo: Ofere?a suporte sem ultrapassar os limites profissionais. Mostre compreens?o, mas mantenha a objetividade. Continue Quando Estiver Pronto: Pergunte ao candidato se ele está pronto para continuar ou se prefere reagendar: "Você se sente pronto para continuar ou gostaria de remarcar?" Essa abordagem demonstra empatia e respeito, criando um ambiente de confian?a e apoio.

We too often forget to treat others the way we would want to be treated in that situation, I think most of us would appreciate a few moments to collect ourselves. I think giving a brief break or offering to grab them something to drink could be a nice way to excuse yourself while letting them regroup. Interviewing one of the most stressful activities we participate in as professionals.

Actually I Disagree with this segment of how to handle the situation. I lean more towards Eric’s answer then this one for sure. Why are we always bending to show the candidate we care? Isn’t an interview mostly for the candidate to seek themselves to us? I would try and understand why this person is crying? For instance , while driving to the interview were they just informed of a death ? Or is it that they are soft? I would assess why the tears, then I would reschedule if I thought the reason for the tears were substantial. Other wise I’d reschedule with the thought of cancelling and not hiring. I do agree with Eric that we are gettting way too soft.

Hit the pause button, but make it feel natural. You could say, 'You know what? I think we both could use a little breather. How about we take five?' This gives them space without making them feel like they've messed up. Use this time to grab some water, point out where the restroom is, or even suggest a quick walk around the block if appropriate. The key is to treat this pause like it's a normal part of your process, not an emergency measure. It's about resetting the energy, not highlighting their emotional moment.

Not in our field. We often ask what the most difficult case they have ever worked on, and it usually makes them pretty emotional. Whenever I scan a child and find cancer I fight back tears as I bring them back to their parents. The death of one of my patients motivated me to start our business. I used to make our dip for her poker parties ??

Pause the interview to allow the candidate some time to recover. Suggest stepping out of the room for a few minutes or taking a brief walk. This break can help alleviate the immediate emotional stress. Resume the interview only when they feel ready.

When you're both back, check in casually. Try something like, 'How are you feeling? Ready to chat more, or would you prefer to reschedule?' This puts the ball in their court and shows you value their well-being over sticking to a rigid schedule. If they want to continue, great! If not, be flexible. You might say, 'No worries at all. Let's find a time next week. These conversations are important, and we want you at your best.' Remember, how you handle this moment says a lot about your company culture. It's a chance to show that you see candidates as whole people, not just potential employees.

After the pause, check in with the candidate to see if they feel comfortable continuing. Ask if they need any further accommodations to help them feel at ease. Be flexible with the interview format or timing if needed. Prioritize their well-being over strict adherence to the schedule.

Ensure the situation is handled discreetly to protect the candidate's privacy. Avoid drawing attention to the incident and keep the discussion confidential. Speak in a quiet, private space to prevent eavesdropping. Respect their need for confidentiality and security.

I agree that you respect the privacy of the candidate and won't probe for information but equally important to maintain privacy is that you won't share all the details of the conversation with your co-workers. It is okay to share what happened because you might need to process it aswell afterwards but leave out names and details.

I would look them directly in the eye and compassionately ask them “what’s bringing your tears to flow”? That answer would be what makes me decide where the interview goes next. I don’t prefer to operate off assumptions. Why they began crying or what the crying was potentially about to reveal. I would hope I created an empathetic space for them to feel strong enough to share, or even express they no longer want to continue the interview. Tears bring out vulnerability and strength sometimes words do not. Every situation is different. Interviews let both parties walk away knowing more about the other. Whether someone interviews with me or becomes a part of the team, I hope I’m always sincerely exemplifying my companies core values.