The Fine Line Between Bullying And Testing Character In An Interview
Most people have seen the complaints and posts on social media. The bullying interview. Questions that were designed to not assess them but make them feel inferior in the process. Some have even received a job offers afterwards and found out it was merely a test of their character.
Where does the challenging test end and bullying begins?
Interviewer Perception & Awareness
One of the biggest reasons that people feel bullied rather than interviewed is due to interviewer awareness. There is a fine line between asking questions that understands that capability of the candidate and ones that just make them (rightfully) uncomfortable.
Understanding the level of stress in an interview and when you are bordering the candidates capacity to deal with it in an interview takes effort.
Also, being aware that their stress levels will more than likely be raised anyway as they are in an interview situation needs to be taken in to account.
Why Are You Asking That?
Interviewers can have the misunderstanding that as long as they stay away from asking about protected characteristics, they aren’t doing anything wrong. The purpose of your questions can be as innappropriate as the question itself.
To give an example. Imagine you are an HR Manager of a global manufacturing company, you have worked there for years and have grown the department from nothing. All the systems, procedures and benefits wouldn’t have been in place if it wasn’t for you. The time has come however for you to retire. Something you have longed for and are very much looking forward to.
Now comes the task of finding your replacement.
You hold a number of interviews and no one seems quite right but then, a younger version of yourself comes in the room. They easily answers all your questions. That excitement of retirement fades and you realise you may not be as missed as you had hoped.
Through frustration, you throw in a question purely to trip them up. One that possibly you may not be able to answer if you were put on the spot. They struggle to answer it and you feel a wave of satisfaction.
This is bullying.
What Makes It Bullying?
When you are an interviewer, whether you are the hiring manager or not, you are put in a position of power. Using that to gain satisfaction from seeing the candidate struggle is what makes the difference.
Also, being aware of your candidates well being is a must. You could easily fall in to the trap of being a bully if you have no idea where their stress level is at. Don’t be the hiring manager known for bullying the best candidates out of the interview room.
Want to know why people aren’t applying for your roles? View our 5 Reasons You Are Scaring Candidates Away
