An interviewer may appear to be nervous because they could be interviewing for a job in which numerous employees have left, perhaps because a boss is intimidating and generally difficult. An interviewee will pick up on the negative attitude of the interviewer but should bear in mind their own agenda. For example, what does the interviewee want to gain from this job and how long do they intend to stay?
The interviewer could just repeatedly be placing the wrong candidate, either by character or ability, into a job for which they are not suitable. Therefore, the interviewer will be under pressure and cannot afford to make any more mistakes, as time wasting with unsuitable candidates will be costing the company money.
How does the interviewee take advantage of this?
The interviewee should try and discover, if possible, how many employees have been employed doing the job they have applied for and the duration of their stay. The interviewee should then assure the interviewer that they are easy to get on with, flexible, open-minded and not afraid of hard work, keeping their own agenda in mind as the interview is about making the right fit.
Identifying mistakes of interviewers
Interviewers often make the mistake of judging candidates within the first five minutes of the interview, which is based on their subjective initial opinion. If an interviewer particularly likes a candidate they will ask easy questions, accept their responses and push for the next stage of the company’s recruitment process.
However, emphasis should be placed on objective evidence such as a candidate’s curriculum vitae. Interviewers will not only study qualifications, but how long a candidate is likely to remain in a firm; can persistency be displayed on a candidate’s curriculum vitae?
For example, a graduate applying for a job within a firm, have they attended one course at one university, or have they tried several courses not completing them and changing universities before settling into one of their choice. This could show that a candidate has a lacking in stability and also a hard-pleaser. Discovering elements of a person’s character and personality could determine whether that candidate is likely to remain long-term within a firm.
Therefore, if you feel the interviewer has prematurely judged you during the course of the initial stage of the interview, it is up to you to try and take the lead of the interview and make an effort to relate to some facts which will demonstrate and create a more overall positive opinion.