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How Recruiters Evaluate Candidates at an Interview


Qualified personnel is the key to the success of any company. Therefore, the question of the qualitative selection of employees is becoming increasingly relevant. To test the professional knowledge and skills of candidates for the position, a number of methods are used: tests, questionnaires, interviews. Large organizations in the selection of personnel often resort to the help of professional recruiters. Their task is the professional and psychological selection of candidates from among those wishing to find a job.

Often, recruitment agencies draw a parallel between the position of a recruiter and an investigator. In fact, interviews with them can be compared to an interrogation. At first glance, questions may be asked that have nothing to do with employment, but this is a mistake. Recruiters evaluate the candidate even when he himself may not be aware of it. There are no trifles for an employer. To obtain more complete and reliable information about those who want to find a job, they can resort to a variety of means. Here are just a few of them:

1. Frankness. It is important to understand that, despite the excessive sociability and alleged willingness of the recruiter to carefully listen to stories from life, you should not succumb to such provocations. In such conversations, a person can say too much.

2. Misunderstanding. When selecting a candidate, a valuable quality for the employer will be stress resistance. Therefore, testing for the ability to withstand stressful situations is the direct responsibility of the recruiter. To do this, at the interview, they may try to unbalance the interviewer. An example is when a person tells something about his past job, and the recruiter asks him to repeat everything again, referring to the fact that he did not understand anything. At this point, it is important not to show aggression.

3. Provocations. The recruiter asks the candidate to tell about his previous jobs that are in common with the position he wants to receive, and then clarifies: “Did I understand correctly that you did not achieve special merit in this area of ​​​​activity?". If at the same time the candidate shows restraint and calmly explains that his words have been misinterpreted, then his behavior will be seen by the employer as a definite plus.

4. Pauses. For a recruiter during an interview, it is important to determine the character of a person, his impulsiveness. Therefore, he often resorts to pauses in conversation. If the interviewer can’t stand it and tries in every possible way to fill the silence that has arisen with a conversation, with questions for the recruiter, then, most likely, this will be brought to him as a minus.

When selecting personnel, any trifle is taken into account:

– the appearance of the applicant (style of clothing, its neatness, cost);

– behavior of the candidate before and after the interview;

– his behavior during the interview (self-confidence, ability to competently answer questions);

– the time of arrival for the interview (in advance, "minute by minute", being late), etc.


Appearance has a big impact on the evaluation of a candidate. The style of dress should always be strictly sustained. A revealing outfit (deep neckline or ultra-short skirt) will be marked by the recruiter as frivolity and frivolity of the candidate. Perfume is recommended to use light, unobtrusive. Attention to the little things in clothes that harmoniously complement the image will speak of the interviewer as a person who approaches the matter as responsibly as possible.

Behavior before the interview

Applicant evaluation begins from the moment when he crosses the threshold of the company. Some recruiters deliberately delay the beginning of the interview to see how the person will behave, what exactly he will fill in the unexpected free time that has arisen. It’s a good idea to review your resume or flip through the business press that the secretary is likely to offer.

Behavior during the interview

A recruiter can resort to a variety of tricks to bring the interviewer to clean water. For example, during a conversation, he allegedly, by the way, speaks not very favorably about one of the candidates and asks the interviewer’s opinion on this matter. If a person agrees with a recruiter or, on the contrary, stands up for a candidate, then with a high degree of probability he will not be hired. Personal judgments in such cases should be avoided and conversation should be avoided. Gossipers are not liked in any organization.

Arrival time for interview

Punctuality clearly characterizes a person. If he is prone to being late or appears at the very last moment, then it is difficult to perceive him as a responsible and hardworking employee. According to experts, it is best to come to the interview 10-15 minutes before it starts. This will allow you to take a breath and study the situation in the company at a glance.

Thus, it is important to remember that, regardless of the methods used by the employer in the selection of employees, the evaluation of a candidate can begin from the first minutes of his appearance in the company. You should behave naturally, but at the same time with restraint, so that due to some annoying little thing, the employer does not form an erroneously negative opinion about the applicant.
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