The interviewee or candidates as we fondly address them are forever advised on things to do and not to do at an interview. The pressure of ‘impressing’ is always on the shoulders of the candidate. If you want to be an employer of choice, then your HR Consultant cannot afford compliance. Employers have to remember that a face-to-face interview apart from assessing talent is also a marketing tool to sell your company to potential talent.
It is equally important for the interviewer as it is for the interviewee to show up on time for the interview if not more, especially if this is a pre-scheduled meeting. This goes to show the respect you give to the candidates who are going to be future employees. Respect breeds respect. If something urgent and important has come up out of the blue and if you have to necessarily address the issue at that every time, then send a quick communication to the candidate and also give them a choice of rescheduling the interview.
The candidate is like a guest with a proposal visiting your office. Welcome them with politeness & warmth. They don’t owe you anything at this point and you stand the risk of them badmouthing you if not treated well. Before the Q&A begins, the pressure of setting the right impressing is on the HR Consultant than the interviewee.
Recruitment Consultants tend to assume the body language, attitude & tone of a cop interrogating candidates. They tend to get personal and egoistic trying to put the candidate in a spot at the drop of a hat; almost sabotaging the chances of a person with self-respect and self-worth wanting to take up the offer. Recruiters have to treat candidates as intelligent equals even if they are fresh graduates.