Interviewing a Friend
It’s difficult to find the proper person for the position. However, interviewing a friend can be even more challenging when you find him or her as a qualified human resource for your organisation.
As a professional, you have almost certainly experienced a circumstance in which one of the candidates for a position in your department or at your firm is someone you know.
Finding the proper balance between onboarding a qualified worker and working with somebody you enjoy being around or know you can trust is incredibly difficult, whether they are a close family friend, a loved one, or just a casual acquaintance.
Imagine going through the standard 20 questions with a good buddy, as if interviewing wasn’t embarrassing enough.
“Where do you see yourself in 10 years?” she inquires. —because she is obligated to. Since you have to, you respond with your pre-rehearsed reaction. It’s a difficult position, but don’t just throw your hands in the air and search for another employment. Instead, follow these guidelines and make the most of the circumstances.
5 Things to keep in mind while Interviewing a Friend
Maintain a Professional Attitude
One of the most challenging aspects of interviewing a friend is that you must force yourself to be extra professional. It’s difficult not to make jokes, use less-than-professional language, and inquire about how the rest of Friday night went at Happy Hour with people you don’t know.
This should not be done. Be respectful, attentive, and pleasant, regardless of what you know or don’t know about the interviewer’s personal life. Arrive on time, dress the part, and make the office chit-chat nice.
Bring it back, even if the interviewer, who is in a much more comfortable position than you, goes off on a tangent. You’re there to get a job, not to talk about Suzie’s weekend activities. You also have no idea who else is listening in.
Discuss the Interview
You should talk about the job you’re applying for at some point, in addition to keeping things professional. Of course, depending on your relationship with the interviewer, he or she may already know what you have to give, but it’s still a good idea to go over everything.
This phase may be difficult, want to strike a balance that keeps the conversation casual while still getting to the core of the interview without making it rigid or awkward. The easiest method to do this, I’ve discovered, is to create a subtle shift in tone.
After the pleasant banter about the weather and the Bloomingdale’s sale has died down, it’s time to get down to business. “I think now we should talk about why I’m actually here!” it could even make sense to say out. You’re not being impolite; you’re simply shifting the conversation to the reason you’re wearing a suit and holding your résumé on your lap.
Talk about your professional relationship
One should discuss not just whether your friendship will influence your professional relationship at a certain point throughout the recruitment process, after, or in some circumstances, even during (and vice versa). Again, this is a difficult subject to broach, but it is essential to do so if your outside connection with this individual is to be valuable to you.
Returning to friendly mode is a smart approach to address the issue, whether you’re bringing it up in the interview or not. “Perhaps we should speak about how this would affect our outside relationship if I get the job,” begins the conversation, which is both forthright and shows care for the potential scenario.
If you believe there is something that might cause a breakup in your friendship, you should speak up about it openly and honestly. If you want to be a good friend’s subordinate, for example, you should speak about what that entails. Can you keep your work and personal life separate? Will you be treated any differently than the rest of the staff? It’s a lot simpler today to get these discussions out of the way.
Always follow up
Regardless of how close you are to the interviewer, you must send the required “thank you” message. Avoid private jokes, gossipy remarks, and even overly friendly language. Even if the message is addressed to a specific person you know, you never know who may get their hands on it, which would be terrible news for both of you.
Accept the Result
If you obtain the job, that’s fantastic. Accept it politely and move on if you don’t. While having a friend on the job might be advantageous, your friend does not always have the last word. You can’t shoot the messenger unless you’re best friends with the CEO—he or she was doing his or her job in interviewing you, just as you were doing your job in being interviewed.
How do you start an interview with a friend?
- Make a statement about the nature of your relationship. Speak out if you find out that you’ll be interviewing someone you know.
- Make a decision on whether or not to participate.
- Set some boundaries.
- Examine your prejudices.
- Take a look at the ethical dilemmas.
- Keep in mind your long-term goals.
- Make a plan for the end result.
Can I interview someone I know?
According to Monster, the usual guideline is to avoid employing someone you know well, especially if you will be their direct supervisor.
This should not deter you from employing a buddy or colleague if you know of a great candidate or feel he or she would be a good match for your firm. Defining duties, responsibilities, and financial remuneration upfront, according to Monster, can help reduce possible difficulties down the road.