Interviewing Skills Training Course: Dealing with Difficult Candidates

by ltconsulting on September 24, 2012

Our one-day interviewing skills course is tailored for delegates who would like to gain better interviewing skills and learn how to conduct successful interviews for choosing the right employee(s). Our Interviewing course will show candidates how to; gain winning interview skills; give better interviews; be a better interviewer and learn how to interview effectively. As well as improving interviewing skills, delegates will also learn recruitment and employment law.

Dealing with Difficult Candidates

Interviewers tend to prefer candidates who are easy to interview and make the interviewer feel efficient and likeable. However, it is dangerous to assume that the difficult candidate is likely to be unsuitable or vice versa. It is wiser for the interviewer to suspend judgement and to employ the appropriate techniques to help the candidate present him/herself accurately. The key is to attempt to diagnose the candidate’s behaviour correctly and then adopt the appropriate tactics.

Very Nervous Candidate

Tense, awkward, aggressive or over-formal behaviour. The interviewer adopts a relaxed manner and posture: introduces humour if possible; concentrates on the candidate’s interests and safe easy topics; chats about common interests or acquaintances until the candidate is more at ease. There may be some specific reason for the candidate’s state of agitation – e.g. a bad journey etc. The interviewer needs to find out whether this behaviour is part of a recurring pattern of nervous behaviour or not.

Candidates Who Talk Too Little

The interviewer should resist the temptation to compensate by talking. He/she should ask easy, open ended questions, be prepared to wait for answers, use silence, give encouraging responses to replies and follow up with “tell me more about” questions. It will help if the interviewer can determine the candidate’s particular interests. Again, the interviewer needs to consider the significance of the behaviour when assessing the candidate.

Candidates Who Talk To Much (90%)

This may, or may not be a form of nervousness. Control can be achieved by more specific questions, and firm but smooth interruptions. Use the candidate’s name to make them stop talking. More formality may be appropriate.

Over Confident Candidates

The candidate overstates his/her achievements. This may be due to insecurity. The interviewer should resist the temptation to deflate, but do probe for precise details, giving credit where due and look for reasons for this behaviour.

Over Smooth Presentation

This highly polished but impersonal presentation can appear false. The interviewer should remain courteous, probing for facts and trying to assess the reason for the candidate’s behaviour.

Interviewing Skills Course

This course will cover the practical skills needed for successful interviewing and our reputation for effective recruitment training has been endorsed by many delegates. Those who have attended the course have described it as being productive, informative and focused. It allows delegates to understand the stages of carrying out interviews and shows them how to conduct an effective interview so that they are able to attract the best candidates and choose the best person for the job. We guarantee to deliver the best employment strategies, tips and techniques for better interviewing and recruiting skills.

Course Dates

  • August 30, 2017
  • September 11, 2017
  • October 9, 2017
  • November 6, 2017

Who will benefit from the course?

Our course will cover the practical skills needed to make recruitment interviews productive and focused. It will allow delegates to understand the stages of the recruitment process and how to conduct an effective interview so that they are able to attract the best candidates and choose the best person for the job.

Our courses allow all staff to benefit from enhanced interviewing skills. The types of delegate we have trained previously are:

  • Directors and senior managers
  • Sales and fundraising staff
  • Local government employees
  • Managers, department heads, team leaders and supervisors
  • Technical and academic team members

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