You’ve posted the job ad, received applications, and now it’s time for the in-person interview. But something’s off. The candidates don’t seem engaged. Some are even checking their cell phones during your conversation. By the time you leave the meeting, you’re no closer to knowing if they’re the right fit. Sound familiar?

In-person interviews can be tricky. If they aren’t going well for you, it’s probably because you haven’t set the stage properly. It’s easy to think an interview is just about asking questions and getting answers, but the truth is, it’s a two-way street. The candidate is interviewing you just as much as you’re interviewing them. If the atmosphere feels uncomfortable, forced, or too formal, you’re already at a disadvantage.

So, what can you do to turn things around? Let’s dive into why in-person interviews often fail and how you can make them work for both you and the candidate.

Step Into Their Shoes

Imagine you’re the candidate for a moment. You’re walking into a new office for an interview. Everything you see, hear, and feel is under scrutiny. You’re evaluating the environment, the vibe of the team, and how the interviewer interacts with you.

Maybe you’re comparing it all to your current job. Does this place seem better? Is this somewhere you could see yourself working? Is it worth the risk of quitting your current job?

Candidates come into an interview with a lot on their mind. Many of them have existing jobs they might have to quit, and that’s no small decision. They’re analyzing every word, every interaction, and comparing your company to their current situation. Your goal is to shift their focus from being nervous or unsure to feeling confident and excited about the opportunity with you.

The Importance of the First Five Minutes

According to a new survey from CareerBuilder, over half of hiring managers know if a candidate is the right fit within the first five minutes!

One of the biggest mistakes business owners make is jumping straight into questions without first setting a comfortable tone. The first five minutes of an interview are crucial in determining how the rest of the conversation will go.

Ask yourself:

• What’s the energy like when they walk in?
• Are they greeted warmly?
• Do they feel like just another candidate in line, or do they feel valued?

The first thing you should do is put the candidate at ease. Ask them how they’re feeling – whether they’re nervous, excited, or somewhere in between. Acknowledging their emotions right away helps break down walls and opens the door for a more authentic conversation. You could say something like, “I know interviews can be nerve-wracking, but we’re excited to have you here.”

This shows self-awareness and instantly builds rapport. Now, instead of them feeling like they have to perform, they feel like they’re having a conversation where their voice matters.

Understand Their Agenda

Too often, business leaders go into interviews with a one-sided agenda: asking questions to assess if the candidate is right for the job. But that’s only half the battle. You also need to understand what the candidate is looking for. What do they want to know about your company, your culture, or the role?

Start by asking them what’s important to them. “What’s on your mind today? What are you hoping to learn from this interview?” This immediately flips the dynamic. It shows that you’re not just concerned about what they can do for you, but also about what you can offer them.

The Role of a Coach During Interviews

As a blue-collar business leader, you know the value of coaching on the job. It’s the same in interviews. You’re there to guide the candidate through the process, not just grill them with questions. Coaching helps them understand what’s expected, clarifies any misconceptions, and gives them the chance to showcase their skills and experiences in the best light.

If your interviews feel disconnected, it could be because you’re not playing this coaching role.

Here’s a practical example: Let’s say you’re interviewing a welder. Instead of launching into technical questions about their experience, start by discussing the work environment. Ask what they’re looking for in a team, how they prefer to work, or what their biggest career challenges have been. This helps you understand their motivations and aligns the conversation with their goals.

Once you’ve set the stage, you can dive deeper into their skills and qualifications. You’ll find that the conversation flows better when the candidate feels understood and supported.

Build Genuine Rapport

The days of stiff, impersonal interviews are long gone. If your interview feels more like an interrogation than a conversation, you’re going to miss out on great talent. Take time to get to know the candidate. Ask about their interests, their background, and why they’re considering a job with your company.

For example, a construction foreman you’re interviewing might mention that they’re looking for more work-life balance because they’ve got young kids at home. This is a golden opportunity to share how your company values family time or how you offer flexible start times. It’s not just about the technical fit anymore; it’s about the cultural and personal fit too.

When candidates feel a connection with you, they’re more likely to open up and provide meaningful answers, allowing you to make better hiring decisions.

Fixing In-Person Interviews

In-person interviews aren’t just about finding someone with the right skills; they’re about creating a space for an authentic conversation. By setting the stage correctly, being mindful of the candidate’s perspective, and building rapport, you’ll walk away from interviews feeling confident that you’re making informed decisions.

Remember, if your interviews aren’t going well, it’s not because you’re not finding the right people – it’s because the process isn’t designed to foster real, meaningful conversation. Make that shift, and you’ll start seeing better results immediately.