The Value of Pressure
Wednesday, August 11, 2010 at 3:45PM
Over the years, I have heard many stories of unique interview techniques. I once heard of someone who placed a single chair in front of their desk and literally cut the front legs shorter than the back legs. Of course, the candidate found themselves sliding forward and sometimes falling off the chair. This strange interviewing technique was all in the name of seeing how people handle adverse situations. The method is comical, and I can’t say I would be comfortable going to those lengths, but the idea is valuable. You can learn a lot about a candidate when they are under pressure. Rehearsed answers are often evoked when an interview is very methodical and predictable. Applying pressure in a professional and appropriate manner during an interview can be an effective tool in truly understanding a candidate at a deeper level. Pressure gives you quick insight into items such as: focus, patience, professionalism, clarity, ability to effectively communicate, and many other important attributes that may be necessary in the role.
Interviewing tip: Use different question techniques such as direct or rapid fire (or both) to create pressure during the interview. Specifically, press the candidate on details of their responses. Make them clarify and follow-up on each and every loose end. Do not allow them to make statements that are dangling or do not make sense. Force them to fully describe, discuss and produce evidence to support their thought or idea. Another way to apply pressure in an interview is to revisit conflicting statements made during the interview. Ask them to clarify and support their current response over the prior response.
Caution: 1) Don’t start the interview by putting them under pressure. You want to relax them and create an open and comfortable dialogue. Likewise, don’t end with them being under pressure. In my experience the middle is always the best. 2) If they struggle a bit, avoid stepping in and answering the question for them. The idea is to let a bit of pressure build so you can observe their response to the situation. 3) Be sure that the pressure is applied in a professional manner. Avoid coming across as badgering, rude, or just downright mean. Having a good, tough and thorough interview is the objective, but you want to leave the candidate (whether you hire them or not) with a positive view of your organization.
Reader Comments (2)
The comment about too much pressure leading to a negative impression of the organization is true. I once had an interview where one of the interviewers seemed very uninterested (i.e., constantly checking her cell phone, gazing into space, etc.). I was unsure as to whether this was intended or not. However, I left the interview thinking that they would definitely NOT call me back. Furthermore, I had a negative perception of their organization, because I did not feel like it was a good interview. Nevertheless, they called me back; but I was still uncertain about their organization. It is important not to make the organization look bad when applying pressure!
That situation sounds like the interviewer may have truly been distracted. But, if the exercise was simulated to evaluate your response there are many ways to make sure the candidate leaves the interview with a positive vibe for the company. One way might be to debrief with you at the end of the interview. Ask you - how did that make you feel? Why did you not say anything? What would you have done differently? This would allow the company to collect the information they need while letting you know that it was a simulation of some sort. You are right - it is a fine line.