{"id":14229,"date":"2026-03-07T12:34:22","date_gmt":"2026-03-07T12:34:22","guid":{"rendered":"https:\/\/2026.karrierecoaching.ch\/?p=14229"},"modified":"2026-04-21T07:48:41","modified_gmt":"2026-04-21T07:48:41","slug":"recruiters-and-hiring-managers-are-often-insecure-too","status":"publish","type":"post","link":"https:\/\/2026.karrierecoaching.ch\/en\/recruiters-and-hiring-managers-are-often-insecure-too\/","title":{"rendered":"Recruiters and hiring managers are often insecure too"},"content":{"rendered":"

Anyone who has ever attended a job interview as a candidate knows the feeling: nervousness, doubt, that uneasy question about one\u2019s own performance. It is easy to assume that, for recruiters and hiring managers, the conversation is merely routine. Yet there is pressure on the company\u2019s side as well \u2013 not only since the skills shortage, but certainly more noticeably since then.<\/em><\/strong><\/p>\n

Peter N\u00e4f<\/em><\/a><\/strong>
\nZurich, April 2026<\/em><\/p>\n

Candidates frequently experience a job interview<\/a> as an examination. Fear of failure surfaces, sometimes despite clearly demonstrable achievements. The so-called impostor syndrome \u2013 doubts about one\u2019s own competence \u2013 is far more widespread than many assume.<\/p>\n

That the other side is by no means entirely composed and unaffected in such conversations is something I have experienced myself. As a young recruitment consultant in my early thirties, I was often very nervous when interviewing specialists or executives who were significantly older and highly experienced in their field.<\/p>\n

Both sides are applying<\/h5>\n

They were, in fact, the very same anxieties that candidates know all too well. This becomes clear once we remind ourselves that companies, too, are applying \u2013 especially when it comes to attractive candidates.<\/p>\n

I found myself facing questions such as: Can I, as a representative of my client, genuinely convince this candidate of the role and the working environment? After all, strong candidates have alternatives, and I was under pressure to deliver.<\/p>\n

In addition, in my role I possessed only limited knowledge of the position and its context. I therefore had to fear being exposed as an impostor myself if a candidate asked particularly astute questions. Only with growing experience did I realise that my role \u2013 combined with a certain poker face \u2013 offered me a degree of protection.<\/p>\n

No company is perfect<\/h5>\n

Companies sometimes manage to present themselves as flawless through excellent branding. This can be intimidating for applicants, who are well aware of their own limitations. Yet I have often observed that recruiters<\/a> and hiring managers<\/a> are acutely conscious of the shortcomings within their own organisations.<\/p>\n

One example: a client of mine worked at a small private bank in Zurich at a time when many such institutions still existed \u2013 names that have long since disappeared today. In a conversation with the hiring manager of another bank, the latter openly wondered whether his institution could offer enough to someone coming from a \u201cZurich private bank\u201d. As I knew both organisations well and could assess their quality realistically, I had to smile inwardly. In this case, it was not the candidate who doubted himself, but the company that doubted its own attractiveness.<\/p>\n

Perhaps this knowledge eases some of the pressure. More importantly, it changes one\u2019s mindset: a job interview is not a one-sided examination. Both sides are courting each other. Enter the conversation as equals.<\/p>\n

#application<\/a> #jobinterview<\/a> #selfconfidence<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Anyone who has ever attended a job interview as a candidate knows the feeling: nervousness, doubt, that uneasy question about one\u2019s own performance. It is easy to assume that, for recruiters and hiring managers, the conversation is merely routine. Yet there is pressure on the company\u2019s side as well \u2013 not only since the skills […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[30],"tags":[],"class_list":["post-14229","post","type-post","status-publish","format-standard","hentry","category-artikel-2"],"yoast_head":"\nRecruiters and hiring managers are often insecure too - Karrierecoaching - Peter N\u00e4f<\/title>\n<meta name=\"description\" content=\"It's not just candidates who get nervous during job interviews. 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