Candidate-Centric Interview Tips

I had a call with a job seeker earlier this week who was getting interviews but no offers, and I helped identify a big problem with her approach that I suspect many other job seekers have as well. Do you suffer from the "always the bridesmaid, never the bride" outcome in your job search? (i.e. you're a finalist that is always passed up for an offer?) If you want the best chance of securing an offer, center your focus more around the FUTURE, not the PAST. What do I mean by that? Job seekers tend to spend a lot of time battling "disqualifier" questions from interviewers, which are questions meant to identify reasons not to hire you over someone else. ("Do you have experience doing ____?") If you've ever been rejected for a role in favor of a candidate who "has more experience," this is exactly what disqualifier questions are intended to find out... who has more experience and how they can disqualify certain candidates to whittle their applicant field down smaller. But is the candidate with the most experience ALWAYS the best choice? No. But it's the safest way for companies to make their hiring decisions. To overcome this problem, shift your focus away from your PAST experience, which will never be enough when compared to someone who has more. Instead, focus your answers around the future, meaning the ideas, solutions and strategies you bring to the table already. Is a company looking to hire someone to boost their revenue? Show up with a detailed plan about how you would generate more revenue if you were in the role they're hiring for. Does the company need to solve efficiency or productivity issues? Run a mock SWOT analysis of their current system, service, product or operations and help identify opportunities for improvement. If you pivot your answers away from the PAST, the conversation no longer centers around how much experience you have. It becomes about demonstrating that you already have better solutions for the role than any other applicants they are interviewing. Show them how you can step in and drive results right away, don't just talk about what you've done for other companies in the past. If they like your ideas and plan, you become a "can't miss" candidate for the role. Focus on the future, not the past.

Wise advice for anyone in the midst of a hiring process. I’ve seen firsthand how small changes can make a big difference in how candidates experience interviews. The result? Candidates feel less stressed and more confident, leading to more productive conversations. Hiring teams build stronger connections with the right people. What can you do as a hiring manager? Start by creating an environment where candidates can be their best. Here’s what you can do: Build rapport to ease nerves Encourage candidates to use notes Avoid "trap" questions Give time for pauses and thoughtful responses Offer extra time if necessary Share interview topics/questions in advance These simple changes can lead to: ☑ Better interview outcomes ☑ Stronger candidate relationships ☑ More successful hiring decisions It might feel like a small shift, but it pays off big for both the team and the candidate. It’s not about following a set formula; it’s about creating a space where everyone can thrive. What’s your best interview experience? Share below!

Dear future candidates interviewing with me and viewing my profile as part of your prep - Here’s what you need to know: When I interview you, I'm not interested in your ability to recall "a time when." I don't need rehearsed stories, possibly embellished or fabricated. What matters most to me, is asking questions and engaging in meaningful dialogue that reveals how your mind operates, how you think, and your problem-solving approach. My interviews also tend to be longer than most. Not because I have more questions than others, but because I also value the time spent connecting. I will share my personal and professional journey, and I am eager to learn about yours. This approach is designed to create a less intimidating and nerve-wracking experience, allowing me to see and assess the best version of you, not the most anxious one. You’re also assessing me as a potential fit as your future leader. You should want to date me just as much as I want to date you. Can you relate to me? Do I seem like someone you can trust with your livelihood? I will be upfront about my focus areas and the specific skills and competencies I aim to assess. My intention in doing so is to help guide your storytelling towards the most impactful and relevant examples. I'll also let you know that if you find it challenging to recall "a time when" in response to my "tell me about a time when..." question, you're welcome to pivot your response and describe how you WOULD approach the work. If I can't assess you properly this way, that’s on me, not you. Finally, I'll do my best to leave sufficient time for your questions, but truthfully and as many can attest, I probably won't do a good job of this. It's not because you don't deserve that space, but because, like everyone, I too am a work in progress and better at coaching others on an approach then I am at executing it myself. #Recruiting #Interviewing #HumanResources #Leadership #Coaching

Before any of my candidates interview with my client, I prep them. Whether they're seasoned veterans or not, the preparation is essential. We go over details, questions to expect, and how to handle any shortcomings in their experience. On every call, I remind candidates that they can’t accept or decline an offer they don’t have, so securing the offer is crucial. My tip: Candidates who succeed in the interview process typically adopt a customer service mindset and focus on how they can serve the company. They seek to understand the company's unique needs and challenges and demonstrate how their experience can solve those problems. This approach often sets successful candidates apart from the rest. Sometimes, it's the simplest concepts that make the biggest difference. Adopting this mindset can be the key to turning an interview into a job offer. #interviewtip #interviewing #interviewskills