How To Calm Interview Anxieties

“Candidates need to know that the fact that they’re sitting in front of the panel means that they are credible enough,” says Matheko Waleng, Consultant at Signium Africa. “The panel is simply there to determine who is more suited to the environment and their strategic purpose.”

Companies and executive search-consultants should remember the myriad of emotions that executive applicants confront in the final stages of recruitment, which often affect their performance on the interview day. What are the impacts of interview anxiety and how can interviewers navigate them?

A job interview can be a terrifying experience at any level of the corporate ladder. We explored this topic with three Signium Africa consultants, to uncover how anxiety affects the executive search process and what companies and executive search consultants could do to help support candidates and bring out the best in them.

“Interview anxiety affects everyone,” says Annelize van Rensburg, Director of Executive Search at Signium Africa. “I’ve seen grown men and women and highly experienced, mature executives battle with nerves at interviews, and struggle to control shaking hands. It’s a shared phenomenon.”

Although interview anxiety is not exclusive to women, Michelle Moss, Director of Assessments at Signium Africa, suggests that gender may be a contributing factor. “One of the major differences that we see between male and female candidates is in confidence levels,” says Moss. “Men are more likely to go for the job, even if they are not entirely ready for it, while women tend to discount themselves from the onset, even if they are over qualified.”

Is it possible that increased interview anxieties in women could negatively impact the evaluation of their competence and fit for the role and even obstruct gender parity in organisations?

A recent McKinsey study reveals that women make up only 28% of the C-Suite workforce. This disparity is credited to preconceived notions about women’s ambitions, the ‘Broken Rung’ phenomenon, where women are left behind at lower levels of the corporate ladder, and the impact that microaggressions have on women’s morale.

Further statistics shed light on why women may approach interviews with heightened levels of anxiety, or not pursue an executive opportunity at all:

• Women make up 39% of the global workforce, but they account for 54% of job losses overall – particularly during Covid-19.
• Women’s jobs are two times more vulnerable than men’s.
• Women typically have far more to prepare for interviews, from the perspective of personal appearance and preconceived expectations.

A 2020 Springer study, Shake and Fake: the Role of Interview Anxiety in Deceptive Impression Management compares interview anxiety with social anxiety, citing research that argues that concern over self-presentation is the common denominator to all social anxieties.

Moss adds: “One of the results of social anxiety is that you lose out on life. You do not go to parties. You do not try new things. And you do not believe in yourself for leadership roles.”

“If people have confidence, they will have more ambition to aspire for higher levels of careers,” says van Rensburg. “How do we get women – and all qualified candidates – to develop this confidence?”

How Executive Search Companies Mentor C-suite Candidates

We believe that people put their best foot forward when they’re just the right degree of nervous. Nerves keep us alert and can drive high-performance behaviours that allow us to really shine. However, full-blown interview anxiety does more damage than good.

Executive search companies play a pivotal role in finding the right candidates, helping them prepare for their interviews, and reassuring them of their credibility.

“Candidates need to know that the fact that they’re sitting in front of the panel means that they are credible enough,” says Matheko Waleng, Consultant at Signium Africa. “The panel is simply there to determine who is more suited to the environment and their strategic purpose.”

Signium Africa also encourages its executive candidates to practice their self-presentation skills. “You wouldn’t go play a professional tennis match if you haven’t set foot on a court in the last decade,” says van Rensburg. “Why come to an interview if you haven’t practiced your interview skills?”

Van Rensburg, who is actively involved in top-level C-Suite placements across the continent, coaches her candidates with the following advice:

• Present the whole package: what you wear, how you talk, your mannerisms, and your listening skills.
• Don’t fake it. Be authentic. Be yourself – your best self.
• Remember that you are not being judged.

“Interviewers are not judging if you are a good or a bad person,” adds Moss. “They are simply evaluating. They want what’s best for the company, but they want what’s best for the candidate too – so they do not make a wrong appointment and set that person up for failure.”

“It’s ok to have areas where you need further development,” encourages Waleng. “There is no such thing as a perfect candidate. Candidates need to look at the entire interview process as an opportunity to grow and develop further.”

How Executive Search Companies Support Interviewers

Few candidates realise that many interviewing panels are also nervous during the interview process. An effective executive search company should help companies navigate this smoothly.

Waleng outlines one way that Signium Africa supports its clients: “With some clients, we assist them with writing competency based, structured questions for the interviews, and even assigning them to who should ask each question.”

“Some companies go decades without having to recruit a CEO or other C-suite role, so the process is really overwhelming,” says van Rensburg. “We keep the board comfortable with the process, by assessing the vacancy and formulating candidate requirements and interview questions around the vacant role.”

Companies are also urged to create an authentic environment for interviews. “In an interview, it’s as much a case of the candidate exploring the company as it is the other way around,” says Waleng. “Company interview panels should be honest so that candidates can make informed decisions about the company’s energy, culture and environment.”

Thorough executive recruitment always includes multiple assessments, in addition to the actual interview. Assessments and case studies offer candidates who are suffering from interview anxiety a chance to show their true colours in other ways. Moss endorses the use of assessments, saying, “Assessments can be very insightful to help bring consensus in a panel and get a fuller, more holistic view of the candidate.”

While interview anxiety is natural, professional executive search firms have the experience and empathy to help both company and candidate put their best foot forward, for the greater good of all concerned.

 

Originally published on The HR Director, 

https://www.thehrdirector.com/features/career-development/calm-interview-anxieties/