Being on The Other Side of The Table: Psychology, Practice, and the Human Element

Conducting a successful interview is not merely a procedural task—it is a nuanced, interactive engagement requiring sensitivity, preparation, and finely tuned interpersonal skills. The ability to extract meaningful responses depends on the interviewer's questioning abilities and capacity to build trust, convey respect, and create a psychologically safe environment. Whether in recruitment, journalism, research, or counselling, interviews must be conducted with professionalism, tact, and human warmth.

This article explores the art of interviewing through various perspectives: how to make interviewees feel comfortable and confident, the psychological characteristics of a good interviewer, the dos and don'ts, essential body language, and—crucially—the role of mannerisms, politeness, empathy, and the identification of personal traits. It also examines how interviewers should assess a candidate's suitability for a role, including personality traits, professional competence, learning attitude, and values alignment. At the core of excellent interviewing lies the ability to transform an information-gathering exercise into a meaningful, respectful human exchange.

Creating Comfort and Confidence in the Interviewee

The success of any interview hinges on the interviewee's comfort level. Individuals are more likely to share genuine thoughts and experiences when they feel emotionally secure and psychologically unthreatened. This starts with rapport building—the interviewer's ability to create a sense of connection, trust, and openness.

A relaxed setting, clear expectations, and a warm welcome signal that the interview will be a respectful dialogue rather than a cross-examination. Asking a few non-invasive, informal questions at the start can break the ice and alleviate initial nervousness. Comments such as "Take your time" or "There are no right or wrong answers" effectively reduce pressure.

Active listening, mirroring, and consistent eye contact significantly contribute to helping candidates feel valued and respected. A candidate who feels at ease is more likely to express themselves freely, providing genuine insights into their abilities, motivations, and suitability for the role.

Psychological Characteristics of an Effective Interviewer

Research in occupational and social psychology shows that successful interviewers possess several key traits, such as emotional intelligence, empathy, cognitive flexibility, and self-regulation. Interviewers with high emotional intelligence can interpret non-verbal cues, respond to the emotional climate of the interview, and adjust their style to accommodate different personalities.

Empathy is a key trait that enables interviewers to move beyond surface-level responses, encouraging deeper reflection and revealing soft skills such as emotional resilience and interpersonal awareness. Cognitive flexibility is equally vital, especially when adapting the interview flow to delve into unexpected yet relevant areas.

A psychologically informed interviewer does not view the process as merely a checklist of technical competencies. Instead, they assess the whole person, recognising that values, attitude, and adaptability are just as crucial in determining professional success as experience or qualifications.

Mannerisms, Politeness, and the Human Dimension

Politeness, calm mannerisms, and considerate communication are not just formalities-they go a long way toward fostering a safe and productive interview environment. They affirm the dignity of the person being interviewed and ensure they feel respected and valued.

Mannerisms such as open posture, gentle gestures, and respectful turn-taking convey trust and professionalism. In contrast, abrupt movements, interruptions, or dismissive gestures indicate impatience or judgment, which can hinder honest conversation.

Empathy, demonstrated through phrases like "That must have been challenging" or "I appreciate you sharing that," encourages candidates to share successes and challenges, as well as critical information for understanding problem-solving skills and emotional maturity.

Identifying and Responding to Personal Traits

Effective interviewing involves tuning in to who the person is, not just what they have done. Observing and responding to personality traits such as introversion, optimism, analytical thinking, or creativity can guide the tone and depth of questioning, providing valuable insights into the candidate's potential fit for the role.

An interviewer may utilise scenario-based questions or behavioural interview techniques to assess competence, independence, initiative, self-awareness, and problem-solving under pressure. For example:

·       "Tell me about a time you solved a problem no one had assigned to you. What was your thought process?"

·       "Describe a situation where you had to learn something quickly to succeed. What helped you do that?"

These questions reveal whether the candidate is a passive executor or an independent thinker who can identify needs and respond proactively.

Evaluating Professional Competence and Work Cultural Fit

From a recruitment perspective, the role of the interviewer is not merely to assess whether the candidate can do the job but to determine if they will thrive within the team and contribute meaningfully to the company's vision and values.

The candidate's personality traits, work ethic, and professional competence must align with the role's functional requirements and the company's ethos. This encompasses communication style, collaborative approach, and responses to leadership structures.

A good interviewer will subtly assess whether a candidate thrives in a fast-paced or measured environment, whether they value individual responsibility or team coordination, and how their intrinsic motivation aligns with the company culture.

Experience vs. Potential: What Matters More?

One of the most debated questions in interviewing is whether greater emphasis should be placed on experience or potential.

While prior experience offers measurable evidence of performance, many organisations increasingly value the willingness to learn, resilience, and adaptability, particularly in sectors characterised by rapid change. A candidate with a strong growth mindset, critical thinking, and curiosity may be more valuable in the long run than one with expertise tied to previous roles.

Interviewers should, therefore, probe for learning behaviour:

·       “What is something new you have taught yourself in the past year?”

·       “How do you respond when faced with a task outside your comfort zone?”

These questions assist in differentiating between fixed and growth-oriented candidates, particularly when assessing someone for a position that is likely to evolve or expand.

Hard Worker or Smart Worker?

Another important consideration in the interview process is whether the job requires a hard worker—someone persistent, methodical, and task-driven—or a smart worker—someone strategic, innovative, and focused on efficiency. Understanding this distinction can help the interviewer tailor their questions to assess the candidate's suitability for the role.

This distinction depends entirely on the nature of the role. Operational, process-heavy roles, such as data entry or quality control, may require meticulousness and consistency, making a 'hard worker' more suitable. In contrast, creative, project-based, or strategic roles, such as marketing or product development, benefit more from conceptual thinking and thoughtful delegation, making a 'smart worker' more suitable.

The interviewer should tailor questions accordingly:

·       For hard-working roles: "Tell me about a time you had to persevere through a repetitive or difficult task."

·       For smart-working roles: "Can you share an example where you improved a process or found a more efficient solution?"

Understanding how candidates define and apply effort offers valuable insight into their potential performance in specific job contexts.

Exploring Previous Roles and Attitudes Towards Management

One revealing aspect of an interview is the way candidates discuss their previous employment, particularly regarding former managers and workplace cultures. Their responses can reflect professionalism, accountability, and adaptability—or the lack of these qualities.

An interviewer should pay attention to whether a candidate focuses on growth, learning, and constructive critique or lingers on blame and negativity. While it is acceptable to express dissatisfaction, the tone and framing are of great significance.

Questions such as:

·       "What did you learn from your previous manager?"

·       "What might you do differently in a similar situation now?"

…help evaluate maturity, reflection, and emotional intelligence.

Addressing Gaps in Employment

Gaps in employment history should not automatically raise red flags. Instead, they ought to be explored with tact and curiosity. Career breaks, caregiving responsibilities, health issues, or further education may reflect life choices.

Interviewers should avoid assumptions and instead offer neutral prompts such as:

·       "Can you tell me more about what you focused on during that period?"

·       "How did that time influence your personal or professional goals?"

The candidate's response will disclose not only how they utilised that time but also their ability for resilience, self-management, and purposeful reflection.

Conclusion

Mastering the art of interviewing extends well beyond scripting questions. It demands empathy, cultural sensitivity, strategic thinking, and a finely honed awareness of human psychology. A skilled interviewer acts as both assessor and ambassador—someone who evaluates objectively while nurturing trust and dignity.

By paying attention to mannerisms, communication style, body language, and a candidate's deeper values, an interviewer can uncover whether someone can do the job and whether they will enrich the company, grow with it, and contribute to a shared vision.

Ultimately, the finest interviews achieve more than merely recognising ability; they uncover potential, character, and compatibility. They do not simply filter—they reveal.