You're faced with a confrontational candidate in an interview. How do you navigate the situation effectively?

when you come across a conflicted candidate, remain calm, serene and in control of your emotions. Listen and observe the candidate to understand why they are acting in this way. Be empathetic. Don't get defensive! Try to get around the situation and bring them back to the interview. If their behavior doesn't improve, maintain a professional attitude, thank them for their participation and end the interview.

I believe that the best way to achieve this would be to first understand the perspective of the candidate and assess the root cause of his problem. Secondly, it is important to not take the confrontation personally and to separate our emotions from the conversation we are in. When interviewing/recruiting becomes a routine for us, we tend to forget that there is a person with dreams and aspirations and fears and mouths to feed. It is, therefore, important to view them as individuals and not just CVs.

1. Stay Calm and Professional 2. Listen Actively 3. Acknowledge, Don’t Argue 4. Assess Their Behavior 5. Redirect the Conversation

Staying calm is essential when dealing with a confrontational candidate. Your reaction sets the tone for the interview, so take deep breaths and remain patient. Responding calmly can defuse tension and guide the candidate toward a more composed interaction. Keep your voice steady and your body language open and non-threatening. This approach keeps the situation under control and showcases your ability to manage difficult situations—an invaluable skill in any workplace.

Stay calm and composed, listening carefully to their concerns without reacting emotionally. Respond politely, focusing on the facts, and steer the conversation back to the interview's purpose. If necessary, remind the candidate of the importance of professionalism in the workplace.

One of the most important components of communication is assessing and understanding the other persons story before creating/ narrating your story. Assessing the root cause of the behaviour and trying to gain a better understanding of the same instead of narrating or creating your own pre-assumed story is key. There could be alot of factors like nervousness, anxiety or some trigger points. Assessing, trying to gage the reasoning and perspective can help you tackle the situation better and can also help you form unbiased opinions.

Assessing a candidate's intent is crucial when they display confrontational behavior. Pay close attention to their words and body language to determine if their behavior stems from nerves, misunderstanding, or intentional aggression. Identifying the root cause allows you to tailor your response effectively. For example, if nervousness is the issue, offering reassurance and creating a welcoming atmosphere can help ease their concerns and improve the interaction.

Determine whether the candidate's confrontational behavior stems from genuine concern or a misunderstanding. Understanding their intent can help address their issues more effectively.

Managing the situation is key as not to escalate any further. More open questions should be used to gather the relevant information which will help decide whether you carry on with the interview or not.

Being able to distinguish between anxiety and violence enables you to react correctly. Responding in a way that addresses the underlying problem can allay fears and enhance the exchange. A favorable experience is essential to a successful and equitable assessment process. To comprehend the candidate's words, tone, and body language, actively listen to them.

Make sure to steer the conversation back to the purpose of the interview by asking a job-related question. Make sure that the focus of the interview will remain on the job related topic

Don't get into a confrontation, and don't get the bait. Still remember you're the one who should lead the topic in this session and here are some tips for you to make the interview stay on the line, but still in a polite way, you can use this sentence: "Okay, can we go back to where we started? May I know about (the topic)" "I'm sorry, I'm afraid that isn’t really relevant to this conversation" "I'm sorry, I think I would like to focus on (the topic)"

Don’t rise to the bait or get drawn into a heated debate or conflict, remain neutral and try to deflect the comments. Here are some phrases you can use when an interview becomes confrontational: ‘That isn’t really relevant to this conversation’ ‘I would like to focus on...’ ‘This isn’t the forum for that’ 'I’m afraid it’s not within my remit to discuss this with you’

If the discussion becomes too heated or unproductive, steer it back to the interview’s goals. For instance, you could say, “Let’s focus on your skills and experiences related to this role.” Try to avoid creating negative environment being a professional interviewer

Redirect the conversation back to the topic at hand, using open-ended questions to understand their perspective. If necessary, remind them of the purpose of the interview and ensure that the dialogue remains respectful and productive.

I will share the phrase that you can use: "I appreciate your honesty, but let's keep our discussion respectful and focused on your qualifications."

Depending on the pattern of behaviour, rather than set boundaries which the candidate should already appreciate re common courtesy and respect, I would terminate the interview and not make myself or the candidate any more uncomfortable. This may also be a good time to follow up by a phone call and provide feedback as to why the interview was terminated. It’s sometimes a hard lesson for candidates to learn that certain behaviours just won’t be tolerated in the work place. They can learn from this setback not to replicate that behaviour if another opportunity came up.

It's crucial to maintain professionalism and set clear boundaries. Begin by calmly acknowledging their concerns to show understanding. Redirect the conversation towards constructive dialogue by focusing on specific questions that relate to the job requirements. Use this as an opportunity to assess the candidate’s ability to handle stress and disagreement in a workplace setting. Remember, how they respond to boundary-setting during the interview can offer significant insights into their potential behavior as an employee and hire.

All recruiters are different. I don't say anything that could be perceived as confrontational to someone irritated. No need to escalate a situation. Always be respectful.

Un élément qui me para?t primordial est de poser le cadre de l'entretien des le début. J'ai remarqué que la plupart du temps les choses se déroulent bien a partir du moment où le cadre est défini et discuté des le début. Que ce soit lors d'un entretien ou d'un atelier de formation, il est crucial que les interlocuteurs puissent évaluer l'espace dont ils disposent tant sur l'aspect temporel qu'organisationnel. Combien de temps va durer l'entretien ? Quels sont les objectifs ? Quelles seront les étapes ? Quelles seront les méthodes ou outils d'évaluation utilisés ? Cela permet de ménager un espace de liberté et de garantir l'autodétermination : réalisation, affirmation et sens dans notre vie, besoins identifiés par Maslow.

In my experience, providing feedback after a confrontational interview is crucial for maintaining a positive relationship and ensuring clarity. It’s important to approach this with a constructive mindset, addressing any issues that arose during the interview alongside actionable advice. For example, I once had a candidate who was defensive during an interview. After I provided feedback on how their approach might be perceived by potential employers and suggested ways to present concerns more constructively. This helped the candidate understand the impact of their behavior and gave them a chance to improve.

Se houver abertura, adotar um papel consultivo enquanto profissional da área e oferecer um feedback construtivo pode ser muito válido. Por vezes ao ponto de vista do candidato aquele comportamento poderia ser aceitável dentro da cultura onde ele esta inserido. Caso perceba que durante a entrevista n?o seria um momento t?o apropriado, esse feedback pode ser oferecido em outro momento pós entrevista.

At the end of the interview, you can give constructive feedback to the candidate. Indicate how his or her behavior might be perceived in the company and how this might affect his or her application. This can also serve as a lesson for future interviews.

Offer constructive feedback if necessary, explaining how their approach or responses could be perceived in a professional setting. This can provide valuable insights and help them improve.

When an interview turns tense, it's helpful to shift the conversation to more positive topics. Recognize the candidate's concerns without getting defensive while steering the discussion back to relevant job topics. The goal should be to "seek understanding." Addressing their change in tone or language directly can help reveal the root of the issue. If the candidate remains combative without reason, it’s best to wrap up the interview respectfully. There's no need to push forward if they've shown they're not aligned with the company's culture. Not every situation will be the right fit....square peg, round hole?

End the discussion in respectful tone as we are representing the company. Best is to treat the person in a very professional manner and show gratitude for giving the time & interest in the profile.

End the interview on a respectful note, regardless of the confrontation. Thank the candidate for their time and let them know the next steps in the process. This maintains professionalism and leaves a positive impression.

Always say "Thank you" to the candidate. They offered their time and they respect your gratitude. Imagine yourself investing your time opening up in front of a stranger and feel unappreciated.

Tell the candidate that they brought up some very interesting comments and questions, but due to the time constraint you are not able to address all of their questions or comments. Share next steps and inform the candidate they can email any questions or follow up responses to the interviewers.

Déjà confrontée à un candidat conflictuel, voir agressif, je pense qu'il est déjà important de se préserver. Inutile de vouloir raisonner un candidat qui ne peut gérer une telle situation. Le respecter, l'écouter le temps minimum indiqué en début d'entretien, échanger avec calme et en restant factuel, et le remercier.