Emmanuel Samuel shares 5 tips for spotting top talents who aren’t great at interviews

Not every top talent excels at oral interviews, and not every good candidate performs well on the job.?

Some people may struggle during interview sessions but may be excellent at their roles.?

This could be for various reasons, such as anxiety, introversion, overthinking responses, or lack of interview skills.?

So, I’ve identified five handy tips to help any recruiter spot quality candidates who may not shine in interviews.

1. Create a welcoming atmosphere.

Start the interview with a warm greeting and small talk to help candidates ease into the conversation.?

This can alleviate some of their nervousness and create a more comfortable environment.?

Ensure the interview room or virtual setting is comfortable and free from distractions. A welcoming atmosphere can significantly impact candidates' performance.

2. Don’t always judge by first impressions.

Sometimes, nerves or initial jitters can affect a candidate's early performance. Encourage patience and give them time to settle into the conversation.?

Look for signs of improvement as the interview progresses.?

Candidates may become more relaxed and articulate as they get comfortable with the flow of the conversation.

You might also like: 10 winning interview process steps for recruiters

3. Explore technical assessments and practical tests.

Supplement traditional interviews with technical assessments or skills-based tests to evaluate candidates' capabilities more objectively.?

Tailor assessments to match the specific skills and competencies required for the role.?

This provides a more comprehensive evaluation of the candidate's abilities.

4. Be open to clarifying your questions.

Offer clarity and context when asking questions to ensure candidates fully understand what is being asked.?

Encourage candidates to seek clarification if they are unsure about any aspect of the question.?

This fosters open communication and helps prevent misunderstandings.

5. Offer positive feedback to good responses; it is a confidence booster.

Acknowledge and praise candidates when they provide strong responses or demonstrate relevant skills during the interview.?

This reinforces positive behavior and boosts their confidence.?

Positive feedback can help candidates relax and feel more confident in their abilities, leading to improved performance throughout the interview process.

Read more: The ultimate interview feedback guide + FREE templates for recruiters

By incorporating these strategies into your recruitment process, you can better support candidates who may not excel in traditional interviews but have the potential to be top employees in your organization.?

Happy recruiting!

Author bio

With over 7 years of experience, Emmanuel Samuel has significantly contributed to several organizations, including three Y combinator-backed startups.

Specializing in talent acquisition, he is adept at hiring both technical (software engineers) and non-technical talents.

As a technical recruiter, Emmanuel excels at sourcing software engineers across various regions using Boolean search strings and Google X-Ray search tools.

His commitment to continuous learning and engagement in HR and career conversations helps him stay updated on the latest trends.