I know my job and am very well experienced, but it doesn't necessarily mean I'm a great orator. That's what constantly ruins my chances in interviews, at least, that's what I think. Do you, as a recruiter, flag someone who takes a while to articulate their thoughts and doesn't perform the best in the interview? Or do you give them the benefit?

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Benefit of the doubt or reinterview them. I go with my gut when hiring. Just because someone’s not that great at an interview doesn’t mean that they’re not great at their job.

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I feel the best thing to look out for is how well someone answers a question and also their depth of experience and not how well they can articulate their thoughts, benefits of doubt should always be given during interview sessions.

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I think I've typically seen the benefit given but it just depends. Do you dodge questions and fail to articulate your main point? If so then something like that probably raises a red flag.

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Taking a few minutes or struggling a tiny bit is something to be expected in most interviews. The big question is whether or not you can get across your skills and ability to do the job. I’m all for giving the benefit, but you have to convenience me to some degree that you can do the work.

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But how do people compete well? Like why one candidate gets and another doesn't?

I'm not a recruiter but I am a person who starts rambling in interviews. This is not an AI ad! I asked Chat GPT to give me interview questions based on the job description it asked me to cut and paste onto the Chat GPT thread I was using. Had an interview after practicing those things and felt confident. I think it is well-founded confidence. The prospective bosses said I would hear one way or the other on Thursday or Friday next week. So I send my thank you email and the one who would be my direct supervisor thanked me for the thank you email and said she will get back to me with the following steps. That's the best I have had in a long time.

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Sadly, some recruiters/hiring managers do over‑index on polish. But there are people who’ll look at content over delivery. If this is a pattern for you, it might be worth doing mock interviews or even working with a coach so your experience doesn’t get lost in nerves.

My team normally likes a slow correct answer rather than a fast incorrect one

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