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Strategic, meaningful interviews generate vast streams of data that can help managers compare candidates, estimate their potential happiness with the company, and predict their ability to thrive in this specific position. But this data isn’t limited to spoken words alone. To make the most of the interview process, tune in to non-verbal cues like the ones below, and make sure you read these cues with generosity and accuracy.

Nervous taps, fiddles, and twitches

Experienced managers won’t dismiss a candidate offhand because of a little pen tapping. In fact, a sign of nervous energy can be positive, and can suggest engagement, interest in the job, and respect for the gravity of the moment. Tapping and fidgeting only become a problem when they involve irritating behaviors that a manager can’t live with on a daily basis, when they suggest a constant (not just temporary) state of unrest, or when they suggest a candidate who truly lacks physical control, life experience, or social skills.

Unnatural eye contact

Most job seekers are trained and drilled to “maintain eye contact” during interviews, and it’s up to a manger to determine if a candidate’s eye contact patterns are temporary or permanent, tolerable or intolerable. A candidate who stares you down like a hungry lion may be just nervous. A candidate who gazes absently around the room may be disinterested. A candidate who frowns and glares aggressively at his hands while he talks may be concentrating hard on his words, or he may have a serious social problem. Keep an open mind as you observe this behavior and draw a conclusion that’s wise, fair, and in the best interests of the company.

Behavior that clearly suggests manners (or a lack thereof)

A candidate who brings a coffee cup into the interview and leaves it behind on your desk may be momentarily distracted…but he may also be a rude, careless, and clueless person. A candidate who shows visible irritation when you leave her waiting in the lobby for five minutes may be an elite contender fielding dozens of offers from your competitors…or she may have a falsely inflated sense of her own importance. A candidate who dresses in an inexpensive suit may not have much money to spend on clothes…or he may be a corner-cutting cheapskate. Keep a simple rule of thumb in mind: if you notice something, then it means something. But to determine exactly what it means, you’ll have to rely on context clues, the details and the demands of the position, and your own instincts.

For specific guidance with this process, and for additional insight into the meanings behind non-verbal gestures, arrange a consultation with the Texas staffing and business management pros at Expert.

One Response to “Non-Verbal Communication during the Candidate Selection Process”

  1. Alfredo J. Salazar B.

    All facial signs and moves could make a candidate in the interview process are crucial and elementary for the recruiter, since they carry signals that do not achieve in the questions and answers. Normally people when they attend an interview fail dominate the fear in their entirety, even to the most experienced ever may show signs of nerves and especially when the interviewer is an expert in the field of selection and recruitment.Conversely on occasions we find very peaceful and centered, candidates with successful responses and evidence of a complete peace of mind to solve situations and high capacity to generate a successful response, but we must be very careful, they are not necessarily the best candidate to qualify for the position.

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