Hiring staff takes a lot of time and energy, as well as putting pressure on budgets. It can also be a long process and this can lead to fatigue as well as frustration. 

 This emotional state can lead to a point where the decision made is subjective – based on emotion – rather than objective; in other words, all the aims and objectives that you started the recruitment process with are thrown by the wayside. What this ultimately can mean is that you do not get the person you need and want.

It is a huge investment of time for the candidate too - from the moment they start searching online job vacancy sites to the time spent writing letters, completing application forms and turning up for interviews, etc. Getting it wrong can hurt you both.

There can be one key element missing from the staff-hiring process – the art and skill of communication. Do you create an interviewing and hiring process that really communicates with people, or are you too busy trying to get through a busy schedule?

Listening

Communication is about people listening rather than someone trying to make themselves heard above everything else you have planned in the busy hiring process.

When people communicate, they are often saying much more than just the words that fall from their mouth; they can be saying a whole lot more. And this is where verbal and non-verbal communication come into play…

Non-verbal – what to look for…

The initial meeting – this is essentially the first impression that someone makes and it is essential that you listen to your gut reaction. As an interviewee, you want to give the impression of being confident, professional and in control. A firm handshake, a smiling face and eyes and being comfortable could give you the advantage over and above other candidates.

Physical care and clothing – although there is a saying, ‘never judge a book by its cover’, there are times when our outward appearance gives off important signals. Looking smart is important, as is making sure your clothing is appropriate for the job in question.

Confidence – our body language betrays so much about how we feel about something, thus it is important that you stride into the interview brimming with confidence! Don’t go too far, or it could be misconstrued as ‘cockiness’ but be sure to walk tall, make eye contact and look alert.

Personal space – not everyone has a natural sense of personal space. Standing too close to other people can make them feel uncomfortable. In this sense, standing within the one-metre circle around someone you don’t know is encroaching too much on their space. But watch your distance too; anything over three metres can make you appear remote or aloof.

Balance – everything is a balancing act, especially when it comes to your body language. In terms of communication at an interview, you need to be aware of what your body language could be saying about you. Slouching and looking bored are two dead giveaways that you are not really all that bothered. But don’t try too hard and go over the top either.

Verbal communication – what you are saying and how you are saying it

The hiring process is about a company or business finding the right person to not only fill the vacancy, but to fit into their current team too. You want and need to choose wisely; non-verbal communication and the body language that in many cases betrays inner emotions are only one half of the equation; the other half is the verbal communication that the interviewing panel will engage in with the candidates. But what are you looking for?

The voice – you are not judging the quality of voice (this isn’t The X Factor!) but rather listening to how the person is speaking. Again, our voice can betray a lot about our inner emotion, some of which can be important in some sectors and industries. A variation in the voice often makes the speaker more interesting, as well as clearer in how they express themselves. Lots of ‘ums’ and ‘ahhs’ may suggest that the person is disorganised in thought and not confident.

Positivity – just as body language can ooze positivity, so too will the verbal communication from prospective candidates. Pinpointing solutions, not just problems is a really important quality to listen out for.

Balance – just as in non-verbal communication, you are looking for a candidate that can balance their responses; not just gushing and ‘interview speak’, but honesty and integrity too.

Questions – always give candidates the chance to ask questions. Some interviewers offer ‘hooks’ at various points throughout the day in order to see if candidates pick up on them and ask questions. In many cases, candidates may not have questions and this is good too, but always give them the opportunity to ask.

The end – the ending of an interview can be just as important as the beginning. Look for how the candidate finishes the interview; do they thank you and shake hands? Or is it more of a ‘thank goodness that is over’?

Communication is important when hiring staff; what is a candidate really telling you?