Top 10 Psychological Tricks Recruiters Use to Test Candidates

A recruiter may completely ignore you, stare at their computer screen, take a phone call, or even leave the room in the middle of the interview, treating you as if you were invisible. This challenge is designed to see how the candidate manages to regain the recruiter’s attention or how they handle such an awkward situation.

The best approach in this case is to politely ask if it’s possible to reschedule the interview for another day.

Imagine you’re interviewing for a managerial position, but the recruiter asks you to do something bizarre, like jumping through a window. While this may sound absurd, it's actually a challenge frequently used by recruiters. In this case, the recruiter is testing your creative thinking skills.

Experts suggest a clever response could be to turn the challenge into a mutually beneficial question: "What would the company gain if I jumped through the window?"

Recruiters may offer candidates the opportunity to mingle with potential future colleagues immediately after the interview at the office, or even after working hours. This is not just a polite gesture, but a way for recruiters to observe the attitudes and opinions of other team members towards the new candidate.

Another test recruiters use to gauge whether a candidate is quick-witted and kind-hearted is pretending to drop a pen and observing how the candidate reacts.

If the candidate instinctively bends down to pick up the pen, they are likely to pass the interview. However, if they leave the recruiter to pick up the pen, they may lose points and reduce their chances of being hired.

For more senior candidates, recruiters may use more complex 'shock' techniques. For example, when interviewing a candidate who is boasting about their achievements, the recruiter might pretend not to hear them or intentionally create tension by repeatedly saying, "I’m not quite following you. Maybe there’s an issue with how you’re explaining it. Could you try saying that again, but in simpler terms?" Or the recruiter may suddenly comment, "What you’ve said so far makes perfect sense. But this last part you mentioned sounds utterly ridiculous." Then, they might reinterpret the candidate's 'ridiculous' statement in an entirely different context, just to test how the candidate responds.

Many HR professionals intentionally ask vague or seemingly pointless questions to assess how a candidate responds. A candidate who lacks judgment might start answering without fully understanding the purpose of the question, simply to fill the silence in the interview.

On the other hand, a more experienced candidate might ask the recruiter to clarify the question, signaling they are someone who thinks carefully before responding. Another effective technique in interviews is intentionally creating moments of silence to observe the candidate's attitude.

Many candidates become uncomfortable, and some even lose their composure when faced with this silence. Several have rushed to react with, "I’m here to hear you ask the questions. And I’m listening to you now."

Many hiring experts tend to ask questions that delve into a candidate's previous job secrets or opinions about their former boss. A woman currently employed by a large corporation in the city shared that during her interview, she was asked highly inappropriate questions such as whether her husband was an alcoholic, if he had ever hit her, or if she had a lover, among others related to her private life.

Some HR professionals even use provocative, insulting tactics. One particular HR expert, instead of politely informing the candidate that the interview had ended, made a sharp remark when the candidate seemed to be waiting for something: 'So, what else do you want? A tempting job offer, maybe?'

In such situations, staying calm and handling the situation tactfully is crucial to avoid falling into the interviewer's traps.

One challenge recruiters might present to candidates is making them wait on purpose. For instance, they could schedule an interview for 9 AM, and although the candidate arrives early, the recruiter asks them to wait for 10 minutes, and then another 10 minutes...

This psychological trick helps recruiters gauge whether the candidate can remain calm in stressful situations. Additionally, the candidate's attitude while waiting reveals how much they truly desire the position.

The 'coffee cup' test is a popular tactic used by many recruiters. At the beginning of an interview, the recruiter may invite the candidate to the company's kitchen for a coffee. Afterward, they carefully observe what the candidate does with the cup—whether they leave it on the table or take it to the kitchen to wash it themselves.

This method was introduced by Mr. Trent Innes, CEO of an Australian accounting software company. How a candidate handles this situation can reveal more about their adaptability and personality than their responses during the formal interview.

The best course of action for the candidate in this situation is to take the cup to the kitchen and wash it themselves.

Sudden loud shouting, yelling, or even using inappropriate language are tactics some recruiters use to test candidates. At first, you may find the person across from you confusing, but this 'test' is designed to place you in a high-pressure situation to assess how well you handle stress.

Experts advise that if the recruiter suddenly raises their voice or starts yelling, the candidate should remain calm and respond to questions as composed as possible.