Ever wonder how some interviewers can get applicants to reveal sensitive negative information and still feel great about the interview and the company?  Here are a few of the great interviewing techniques from the Private Duty Caregiver Selection System e-manual.

1.  Complement the applicant on past accomplishments or experiences

Look for opportunities to give a sincere complement to the applicant, but only when you can reference a specific experience or accomplishment.  Keep your complements brief and concise, and don't overdo them.  For example, "Maintaining a long term positive relationship with a client like that is quite an accomplishment."

2.  Complement the applicant on answering your question well

This is especially useful in helping applicants get comfortable with behavioral questions.  For example, "Thank you, that's just the kind of information I'm looking for", or "Good example, very specific and to the point."

3.  Minimize negative information

If you want applicants to feel comfortable to open up and share sensitive negative information, you need to help them feel safe to do so.  You do this by sending them the message that no one is perfect and it's okay to reveal negative information.  Do this as a preface to every question you ask that seeks sensitive and negative information and in response to every answer an applicant gives you that contains negative information.  Examples:  "We've all had situations we wish we would have handled differently, tell me about a situation when... "  "That would have been a difficult situation for anyone."

Use this technique also if an applicant just can't think of an example you're looking for, "Coming up with specific examples can be difficult."  Then move on to a different question.  As a general rule, if you can't get an example after three attempts of asking the question in a different way, move on.

However, minimizing negative information does not mean that you don't seek these types of examples (in addition to positive examples); it means that you want to minimize the impact on the applicant's self esteem.

4.  Rearrange the order of questions

If an applicant has just revealed some very negative or sensitive information, it's very helpful to ask them for a positive example or two before asking for another potentially negative example.

5.  Change the subject rather than humiliate an applicant

Sometimes the only way to maintain self-esteem is to change the subject.  When the applicant becomes very emotional or it's clear the results are very negative, it's best to not force the applicant to continue to describe every gory detail or admit a serious mistake.

6.  Listen and respond with empathy

If an applicant becomes emotionally charged, the way to defuse the situation is to use empathic listening.  To respond with empathy, use reflective statements that show you've heard and understood the applicant's feelings and the situation that caused those feelings.

You don't have to agree with or share the applicant's feelings nor have a similar experience as the applicant to respond with empathy.  You only need to accurately reflect the applicant's feelings and the situation causing them.  "It must be upsetting to have the client complain to your supervisor after you tried so hard to solve the problem."

For an in-depth explanation of how to do behavioral interviewing, click on this link to order the Private Duty Caregiver Selection System e-manual for only $149.  To participate in our free caregiver pre-employment assessment phone training, contact me:  email Kathy@leadinghomecare.com or phone (502) 339-0653.