• Some organisations and people conduct what is commonly known as stress interviews. This is designed to assess how a candidate will operate when over-challenged at interview. There are many techniques and the use of stress interviews is not considered good practice as it tends to close down a candidate and prevent free information emerging.
• The stress approach can be in the form of questions or statements. Mild stress: "With your lack of relevant experience, what makes you think you can do this job?" Or, medium stress: "You seem to lack the authority to handle these responsibilities." Or, major stress: "That is the worst answer we've heard from any of the candidates."
• The best advice is to keep your cool, answer the questions professionally and if you consider them fair and just but perhaps just tough then that is okay. If you believe that interviewer is being deliberately upsetting then take a view if this is the type of organisation you wish to join. This point equally resides with a consultant who takes this line as we must assume that consultant is working to the client’s instructions.
• Interviews can become stressful when the interviewer is not satisfied with the authenticity of the answer or where the candidate has not answered the question with the degree necessary to demonstrate satisfactory evidence. In this instance, the interviewer will pursue a particular point doggedly until there is satisfaction or it remains inconclusive. This is considered good interview technique and one of the bases of fair selection and assessment.