Don’t Let Nerves Cost You Great Talent: Rethinking Interview Performance
At Be Recruitment, we know that finding the right person for the job takes more than just assessing how someone performs under pressure in a 45-minute interview.
It’s not uncommon to meet a candidate who ticks every box on paper, yet struggles to articulate their strengths when sitting across from a hiring panel. A shaky voice or a nervous fidget shouldn’t be mistaken for a lack of ability or passion.
In fact, many of the best people we place across housing, mental health, disability, and youth services are those who care deeply about their work — and sometimes that care shows up as nerves in an interview.
Confidence ≠ Competence
Research continues to show that there’s little correlation between how confidently someone interviews and how well they’ll actually perform in the role. If anything, overconfidence can be a warning sign — particularly in roles that require collaboration, humility, and emotional intelligence.
We often remind our clients: the person who interviews best isn’t always the person who will work best within your team, or for your clients.
Interview anxiety is common — especially in care-based roles
Frontline workers, case managers, and even clinical leaders aren’t professional interviewees — they’re professionals in their field. For some, especially those returning to the workforce or stepping into leadership for the first time, the pressure of “selling themselves” can feel daunting.
And when the stakes are high — whether someone really wants the job or really needs the job — nerves are a natural response.
Three simple ways to rethink your hiring approach:
Make interviews conversational
Creating a relaxed, human-centred interview environment helps you see candidates as they are, not just how they perform under pressure.Normalise nervousness
Acknowledge that interviews are tough — and that you value authenticity over polish. This alone can make a world of difference to the candidate’s confidence and help you get a more accurate read.Dig deeper through references
A great reference can shine a light on a candidate’s true contribution. Look for referees who genuinely light up when speaking about the candidate — this often tells you more than the interview ever could.
The bottom line?
Interview performance is just one piece of the puzzle. When you look beyond it, you’ll open doors to dedicated, values-aligned professionals who may not be the loudest voice in the room — but are often the ones who make the biggest difference.
If you need assistance with interview preparation or tips to get the most from applicants – please reach out to the team today – we have some great free templates and tips available to use. [email protected]
