That may sound stern, dispassionate, and inhuman to some; companies often like to use the interview experience to let loose, show off their culture, and see what kind of chemistry emerges organically. And that’s fine, but it almost certainly won’t lead to making consistently high-quality hiring choices. Small talk invariably evokes a range of biases, focusing interviewers’ attention on totally irrelevant behaviors. If interviewers want to indulge in it, they’ll need to treat that banter the way reporters treat off-the-record conversationssomething that’s completely irrelevant and not to be included in the analysis of the candidate. What’s more, chitchat can actually give the wrong impression to the candidate, who regards it as part of their performance and over-interprets a hiring manager’s behavior while chatting as either positive or negative feedbackeven if the interview hasn’t even commenced. To be sure, it’s is impossible to control the impressions candidates make on interviewers and vice versa. But establishing a clear starting point to the interview and focusing only on the actual interview questions is every capable interviewer’s main task. 2. Stop Improvising When job candidates and interviewers actually enjoy the interview experience, it’s usually because of the (relatively) natural personal interactionat least compared with tests, simulations, or application forms that the hiring process often involves. But make no mistake: There’s nothing natural or authentic about a job interview. Candidates who approach them as a spontaneous and natural encounter, thinking they can “just be themselves” (common career advice), are likely to fail.
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