Actually, that's exactly the point of the cold affect. You want to see if I'm liking who you are, but what is the natural response if it's clear I'm not? Typically, one changes how they present themselves at that point until they get a response, but if there's no response in any case, it's easier just to drop the act and be yourself for better or worse. You see? Similarly, if you are acting in any capacity (and maybe we all do a little bit) and you get positive feedback, you'll continue to act. It's just psychology at play.
What I didn't mention (and maybe should have) is that, towards the end of the interview, I have the candidate walk away for a few minutes while I discuss the verdict with my other interviewers. We decide if we need to ask any more questions, and what the answers should be, and then we call the candidate back. Once we decide we want to hire the person, we drop the cold affect and give them a chance to ask us whatever they like before announcing (then) that they're hired.
Thanks for mentioning the end process. I agree that positive feedback for someone who is acting isn't what you want as an interviewer. I'm more of the opinion that people generally go to an interview as themselves, with some extra "I'm meeting my potential boss" friendliness. My experience has been that cold affect makes me tone that friendliness down (my "act"), but also does make me a feel a bit defensive in the interview. There wasn't an environment where I didn't feel comfortable being myself, but it doesn't sound like that's what you're doing.
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Actually, that's exactly the point of the cold affect. You want to see if I'm liking who you are, but what is the natural response if it's clear I'm not? Typically, one changes how they present themselves at that point until they get a response, but if there's no response in any case, it's easier just to drop the act and be yourself for better or worse. You see? Similarly, if you are acting in any capacity (and maybe we all do a little bit) and you get positive feedback, you'll continue to act. It's just psychology at play.
What I didn't mention (and maybe should have) is that, towards the end of the interview, I have the candidate walk away for a few minutes while I discuss the verdict with my other interviewers. We decide if we need to ask any more questions, and what the answers should be, and then we call the candidate back. Once we decide we want to hire the person, we drop the cold affect and give them a chance to ask us whatever they like before announcing (then) that they're hired.
Thanks for mentioning the end process. I agree that positive feedback for someone who is acting isn't what you want as an interviewer. I'm more of the opinion that people generally go to an interview as themselves, with some extra "I'm meeting my potential boss" friendliness. My experience has been that cold affect makes me tone that friendliness down (my "act"), but also does make me a feel a bit defensive in the interview. There wasn't an environment where I didn't feel comfortable being myself, but it doesn't sound like that's what you're doing.