We’ve all heard of “fight or flight.” But there’s a third response that’s just as real: freeze.
That moment in an interview when the first question lands…
- Your heart races.
- Your hands tremble.
- Your mind goes blank.
- Everything you practised vanishes.
- You feel exposed, embarrassed, vulnerable, stuck.
It’s not incompetence. It’s not lack of preparation. It’s interview paralysis, and it’s more common than you think.
What Is Interview Paralysis?
Interview paralysis is a stress-triggered freeze response during high-stakes situations like job interviews.
Your nervous system perceives a threat, shutting down your ability to think or speak clearly.
This reaction stems from the amygdala, which activates the “freeze” mode to protect you, often overriding the prefrontal cortex responsible for logical thinking (American Psychological Association, 2023).
- The Stats: 93% of candidates experience interview anxiety, with 40% saying it impacts performance (Job Interview Statistics, 2024). A 2022 study found that 62% of professionals have frozen at least once in an interview, with 30% reporting physical symptoms like a racing heart or sweating (CareerBuilder, 2022).
- The Impact: For some, it’s a brief silence. For others, it’s a complete shutdown, potentially escalating to panic—think blank mind, shortness of breath, nausea, or dissociation. Research shows that 15% of candidates who freeze experience a full panic attack, with symptoms lasting up to 10 minutes (Anxiety and Depression Association of America, 2023).
- The Context: This can feel devastating, especially after long shifts, years since the last interview, or navigating cultural differences in multinational settings.
The Emotional Rollercoaster: What’s actually happening in this moment?
During the Freeze: When interview paralysis strikes, a wave of emotions can flood in:
- Fear: You’re suddenly terrified of failing or being judged, amplifying the perceived threat.
- Embarrassment: The silence feels exposing, as if you’re being seen as incompetent.
- Frustration: You know the answer but can’t access it, leading to self-directed anger.
- Helplessness: You feel stuck, unable to control your thoughts or body.
What’s Happening?
Physiologically, your body enters a stress response. The amygdala signals danger, releasing cortisol and adrenaline. Your heart rate spikes, blood pressure rises, and oxygen flow to the brain decreases, impairing the prefrontal cortex’s ability to reason (Harvard Medical School, 2023).
Psychologically, the fear of failure or judgement creates a feedback loop, intensifying the freeze. For individuals with unique ways of processing stress, such as those with heightened sensitivity or anxiety, this response can be more pronounced (Journal of Anxiety Disorders, 2024).
After the Freeze: The emotional aftermath can linger:
- Shame: You might feel you’ve let yourself down, replaying the moment endlessly.
- Self-Doubt: Confidence erodes as you question your abilities, despite your qualifications.
- Anxiety: The experience can make you dread future interviews, fearing a repeat.
- Relief (Sometimes): If you recover well, you may feel relieved, but the memory can still haunt you.
Worst-Case Scenario: Panic Attack If the stress escalates, interview paralysis can trigger a panic attack, a sudden, intense surge of fear with severe physical and emotional symptoms:
- Physical Symptoms: Chest tightness, dizziness, nausea, shortness of breath, trembling, or a feeling of choking: www.mayoclinichealthsystem.org/hometown-health/speaking-of-health/panic-attacks-and-panic-disorder
- Emotional Symptoms: A sense of losing control, detachment from reality (dissociation), or fear of “going crazy” or dying.
- Duration: Panic attacks typically peak within 10 minutes but can leave you feeling shaken for hours (National Institute of Mental Health, 2023).
- Impact: This can deepen self-doubt, making future interviews even more daunting without proper support.
A True Story: The Freeze in Action
A manager interviewing for a new role was asked, “How do you lead under pressure?” Despite managing facilities in crisis, their mind blanked. They froze, unable to speak, and left the interview feeling they’d failed.
But they hadn’t, they’d had a human response in a high-pressure setting.
Together, we worked to resolve this with the interview panel. We reached out to the panel, explaining that the candidate had experienced interview paralysis, and requested a second chance to showcase their skills.
We coached the candidate on grounding techniques and prepared them to share a compelling example of leading through a crisis. The panel agreed to a follow-up interview, and the candidate smashed it, confidently sharing their experience and impressing the panel, whose feedback was “wow, it was like they were a different person”.
No, same person! Just given the right support and opportunity to shine, they demonstrated their true leadership potential, securing the role and proving that a moment of freezing doesn’t define capability.
Sadly, not all candidates get a second chance. We’ve even heard a story where an interviewer sighed, closed their laptop, and left the Teams meeting mid-interview.
The candidate was left sitting there, stunned, humiliated, and shattered.
Let me just say this: That’s not interviewing. That’s ego.
And if that interviewer ever reads this post… You were rude, unprofessional, and a poor representation of your organisation. Feel free to DM me for some professional interviewing techniques. I’ll even throw in a free side dish of empathy 😉.
If that moment hit a nerve, or you’ve ever felt unseen in an interview, you’re not alone. And you are absolutely worthy of better.
Let’s Challenge the Mindset
Too often, freezing leads to assumptions:
- “If they can’t handle an interview, how will they cope in a stressful job?”
- “They couldn’t answer my questions correctly, they went silent, then gave me the wrong answer. What if that happened in theatre?”
- “Are they even qualified to do this role? They just sat there, silent.”
But interviews are not always built for how people function, especially those who process stress differently, are anxious, fatigued, or unfamiliar with the format.
I’ve observed a wide range of interview formats, most of which are generic, some poorly structured, and a few that were frankly cringeworthy, with questions occasionally veering into inappropriate or even legally questionable territory.
In several cases where I’ve been invited to sit in on interviews, I’ve recommended moving away from a one-size-fits-all approach and have gone on to design more role-specific, effective techniques tailored to the position and being mindful of the candidate experience.
Freezing doesn’t mean someone can’t lead a team, stay calm in a crisis, or deliver excellent care. It means they had a moment, and that moment deserves understanding, not rejection.
In over 20 years of recruitment, I’ve interviewed more than 15,000 candidates.
And here’s the truth: if I were the one being interviewed, I might freeze too. I am neurodiverse, and my co-morbidity is anxiety. You’d never know, unless I mentioned it, and that’s precisely the point. If someone is anxious, they rarely tell you, fearing judgment.
Whether someone is neurodivergent or neurotypical, we rarely see the full story of what they’re walking in with. And that’s why empathy should be our default, not our exception.
If you experience Interview Paralysis during an interview, here’s what you can do:
Recover If You Freeze:
- Ask to Revisit: “Can I come back to this question later? I’d like to give it more thought.” It keeps the interview moving.
- Acknowledge It: “Let me gather my thoughts.” It shows composure.
- Ground Yourself: Sip water, name one thing you see, hear, and feel (in your head, not out loud) to reset.
- Breathe Deeply: Inhale slowly, exhale longer to calm your brain.
- Follow Up: Send a thank-you email to clarify missed points, showing resilience.
Prevent Freezing:
- Practice Aloud: Rehearse with a friend.
- Use Real Examples: Prepare role-specific stories.
- Have a Rescue Phrase: “That’s a great question—let me think of a relevant example.”
- Focus on Connection: Be yourself, not perfect.
What Interviewers Can Do
- Don’t Judge: Freezing doesn’t mean unqualified.
- Acknowledge Nerves: “Interviews can be stressful. Take your time.”
- Offer Space: “We can come back to this question—let’s move on for now.”
- Consider Rescheduling: “Would you like to reschedule? We want you to feel comfortable” (Just this question can bring someone out of their paralysis, without the need to reschedule)
- Look Beyond Anxiety: The best communicator isn’t always the best hire.
Why This Matters
A career can change in a single interview, but so can someone’s confidence, self-belief, and momentum. Why should it be “just one shot at this”
I’ve seen incredible candidates leave interviews feeling like failures.
It’s heartbreaking to see confidence shaken by one moment of silence, but it’s fixable if we care enough to change.
Let’s Build Something Better
As recruiters, hiring managers, or future colleagues, we must stop focusing just on interview “performance” and start seeing people.
We never know what someone’s going through, but we can choose empathy.
For those with unique ways of processing stress or those with anxiety, freezing can escalate to panic. If we’re serious about inclusive hiring, we need to take this seriously.
Let’s Talk About It
Have you ever frozen in an interview? Or seen someone shut down, despite being perfect for the role?
I’d love to hear your story. The more we talk, the more we normalise it.
🔁 If this resonates, please share. You might help someone feel less alone—or give them the courage to try again.
📧 info@carejobz.com 🌐 www.carejobz.com
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