In the recruiting process, questions fuel open communication.

As a recruiter or hiring manager, it’s important you learn to ask thoughtful, open-ended questions during your interactions with prospects.

It’s also important your candidates don’t feel inhibited to ask questions addressing their concerns and fears.

So, why don’t questions flow more freely during the recruiting process?

One reason is the “social costs” associated with asking questions.  

Researchers at the University of Minnesota recently studied this topic and discovered what holds back individuals from asking questions. Here are the top six in descending order of importance:

Indebtedness: It makes me feel that I need to  reciprocate to the one providing answers to my questions.

Incompetence: It makes me feel inadequate or incompetent.

Effort: I feel that it takes more time and effort than solving the problem alone.

Control: I feel that it will influence my own opinions in a way I don’t want.

Self-image: I feel that it will incur negative judgments from you or others.

Self-confidence: I feel that it conveys a lack of confidence on my part.

As you reflect upon your interactions during the recruiting process, it’s helpful to recognize these issues are at play under the surface—especially during interactions with experienced agents.

If a person suddenly clams-up during a conversation, it’s a good indication they’re feeling some of these inhibitions.

At this juncture, ask yourself:  Am I making this person feel ________________ with my questions?  (ex. Am I making this person feel incompetent with my questions?)

A good conversationalist will sense inhibitions and pursue a different tack when resistance is experienced.