While much attention is paid to candidate anxiety during interviews, the truth is that interviewing can be just as nerve-wracking for those on the hiring side of the table. At RightFynd, we’ve worked with countless hiring managers who experience interview anxiety—especially those who are new to the hiring process or conducting high-stakes interviews for critical roles.

Understanding why it’s as uncomfortable for you as it is for the candidate can actually be the first step in overcoming your interview nerves and conducting more effective, authentic conversations with potential team members.

Why Interviewers Get Nervous

Before diving into strategies, it’s helpful to recognize common sources of interviewer anxiety:

• Feeling unprepared to evaluate candidates effectively
• Fear of making the wrong hiring decision
• Concern about representing your company well
• Uncertainty about asking the right questions
• Worry about creating an awkward or uncomfortable environment
• Pressure to fill positions quickly with qualified candidates

These concerns are completely normal and show that you care about doing a good job. The key is preventing these feelings from interfering with your ability to conduct an effective interview.

Preparation: Your Best Defense Against Anxiety

Thorough preparation is the foundation of interviewer confidence. When you’re well-prepared, you can focus on the conversation rather than worrying about what comes next.

Create a Structured Interview Plan

• Develop a clear agenda for the interview with time allocations for each section
• Prepare specific questions tied to the essential skills for the role
• Review the candidate’s materials thoroughly—resume, cover letter, portfolio, etc.
• Make notes about specific points to explore based on their experience

One of our clients, a technology director who initially struggled with interviewer anxiety, shared that creating an “interview roadmap” with clearly defined sections helped transform his confidence level: “Having a structure means I never worry about what to ask next or if I’m covering everything important.”

Practice Your Questions

• Say your questions out loud before the interview
• Role-play with a colleague to practice the flow of conversation
• Anticipate candidate responses and prepare follow-up questions
• Time yourself to ensure you can cover everything within the scheduled interview

Master the Details

• Know the job description inside and out
• Understand how this role fits into the broader organization
• Be prepared to discuss salary ranges and benefits (or know who handles those topics)
• Have concrete examples of what success looks like in this position

Reframe the Experience as a Conversation

One of the most effective mindset shifts is approaching the interview as a conversation rather than a test. We often advise hiring managers to “approach the interview as a conversation versus it being a test.”

This shift benefits both you and the candidate:

• It creates a more relaxed atmosphere where authentic communication can occur
• It helps you focus on listening rather than performing
• It reduces the pressure of feeling like you need to “catch” candidates in mistakes
• It reminds you that you’re simply trying to get to know someone and assess fit

Mindfulness Techniques for Interview Day

Even with thorough preparation, nerves can still arise on interview day. These in-the-moment techniques can help:

Before the Interview

• Practice deep breathing: Take five deep breaths, inhaling for four counts and exhaling for six
• Use positive visualization: Imagine the interview going smoothly and productively
• Take a brief walk if possible to release nervous energy
• Arrive early to the interview location (or log on early for virtual interviews) to settle yourself
• Review your notes one last time to reinforce your preparation

During the Interview

• Begin with a warm greeting to establish rapport
• Acknowledge shared humanity with a brief authentic comment (“It’s great to meet you – I’m looking forward to our conversation today”)
• Take notes to stay focused and present
• Pause before responding if you need a moment to gather your thoughts
• Sip water occasionally to give yourself natural breaks

Body Language: Project Confidence Even When You Don’t Feel It

Your body language significantly impacts how candidates perceive you and your company:

• Maintain good posture to convey confidence and attentiveness
• Make appropriate eye contact to demonstrate engagement
• Smile naturally when appropriate to create warmth
• Position yourself in an open stance (avoid crossed arms)
• Mirror the candidate’s energy level to create rapport
• Use hand gestures deliberately to emphasize points

Research shows that adopting confident body language can actually make you feel more confident—an example of “acting your way into feeling.”

Handling Difficult Moments

Even well-prepared interviewers encounter challenging situations. Having strategies ready for these moments can prevent them from derailing your confidence:

When You Don’t Know the Answer

If a candidate asks something you don’t know, try: “That’s an excellent question. I want to give you accurate information, so I’ll make a note and ensure you get a follow-up on that point after our conversation.”

When There’s an Awkward Silence

Use the moment constructively: “Let me give you a moment to consider that question,” or “While you’re thinking, would it help if I clarified anything about what I’m asking?”

When You Need to Redirect the Conversation

Try: “That’s interesting, and I’d like to shift our focus to discuss…” or “Thanks for sharing that. I’m also curious about your experience with…”

Remember: Cultural Fit Matters Most

In our experience working with corporate functions, we’ve found that cultural fit accounts for approximately 80% of hiring decisions, with technical skills comprising only about 20% of the equation. This insight can actually help reduce your pressure as an interviewer.

Instead of feeling you must perfectly assess every technical capacity, focus on understanding the candidate as a person and how they might fit within your team culture. This more holistic approach often feels more natural and less pressure-filled than trying to be a technical expert in areas where you may have limited knowledge.

Coordinate With Other Interviewers

If you’re part of a hiring team:

• Meet beforehand to discuss who will cover which topics
• Divide responsibilities based on interviewer strengths and expertise
• Determine a clear signal system for panel interviews to smoothly transition between interviewers
• Debrief afterward to share observations and impressions

A coordinated approach reduces the pressure on any single interviewer to cover everything.

Practice Makes Progress

Like any skill, interviewing improves with practice. Consider these approaches to build your interviewing muscles:

• Conduct mock interviews with colleagues
• Record yourself (with permission) during actual interviews to review later
• Ask for feedback from candidates or fellow interviewers
• Start with lower-stakes interviews when possible before tackling executive-level hires

Final Thoughts

Remember that interviewing is a human process—imperfection is part of the experience. Your goal isn’t flawless execution but creating an environment where you can authentically assess candidates while representing your company well.

At RightFynd, we believe that acknowledging the mutual discomfort that can exist in interviews actually creates space for more genuine connections. When you recognize that both parties might be nervous, you can approach the process with greater empathy and authenticity.

The most successful interviewers aren’t those who never feel nervous—they’re the ones who’ve developed strategies to manage their nerves effectively while staying focused on what matters most: finding the right person for the right role.

By implementing these techniques and approaching interviews as conversations rather than evaluations, you’ll not only calm your own nerves but also create an environment where candidates can shine, allowing you to make better hiring decisions for your team.