What Candidates Look For in Interview Processes

Let’s talk about hiring and how we treat people in the process. There’s a lot going on in the world right now. For many, the job search only adds more stress and uncertainty. I’ve been thinking about how we can show up for our communities, and in my own work, that means prioritizing how we support candidates. In the progressive movement, we talk a lot about liberation, equity, and justice. But those values don’t always show up where they should (in our hiring practices). Whether we’re building campaigns, nonprofits, or foundations, *how* we hire is just as important as *who* we hire. The process is wicked important. It’s a window into how we operate, how we value people, and how seriously we take our commitments to equity. Here’s what it looks like to treat candidates well in the hiring process, especially in movement-aligned spaces: 1. Transparency & Respect ➡️ Post the salary every time. It’s not radical anymore, it’s baseline. ➡️ Share your timeline and stick to it. If things shift, update candidates about that shift. ➡️ Respond to everyone who applies or interviews. Even if it’s a no, it matters. ➡️ Share interview questions with your candidates ahead of time. This helps them prep and show up as their best selves to the call. 2. Remove Barriers ➡️ Ditch the cover letter and use clear application questions. Or, just ask for a resume and send a short written questionnaire as the first step in the process. ➡️ Again, be upfront about salary and benefits. It saves everyone time and builds trust. ➡️ Be mindful of time. Many strong candidates simply can’t afford to spend 10+ hours on interviews. Keep the process streamlined, focused, and as efficient as possible. ➡️ Compensate finalists for exercises. It shows you value people’s time and helps dismantle unpaid labor culture. 3. Consistent Process & Reduced Bias ➡️ Standardize your interviews. Same questions, same format = less bias, more fairness. ➡️ Use blind grading when appropriate. I like doing this especially for written exercises. A clear rubric helps us focus on key competencies.  ➡️ Make it collaborative. Final stages should include buy-in from both leadership and peers or direct reports the hire will work closely with. 4. The Candidate Experience Is Movement Work ➡️ Share your mission, values, and team vibe throughout the process. Candidates want to know what they’re stepping into. ➡️ For interviews, give candidates a heads-up on who they’ll meet and what to expect. When we treat candidates with dignity and transparency, we build stronger teams and stronger movements. We’re not perfect, and we don’t expect anyone else to be either, but we love partnering with clients who are willing to do the work to get better together. 🔍🔍 What would you add? What have you seen that works (or doesn’t) in progressive hiring? Drop your thoughts below. #EquityInHiring #NonprofitJobs #DEI #WorkplaceCulture #CandidateExperience #HiringEquity #PayTransparency 

After hundreds (thousands?) of interviews from both side of the hiring table, I have started to see trends in the exceptional candidates -- which serve as reminders for how I prepare for interviews myself. It’s not the resume font. It’s not the perfect “tell me about yourself” opener. And my Berkeley, CA upbringing is about to show....it is vibes....and less hippie, preparation. Here’s what the best candidates have in common: 🔹 They’re real humans. Not robots in interview mode. They say things like “hmm, let me think about that” instead of launching into a TED Talk they practiced in the mirror. They are authentically themselves, flaws and all, with professional recovery 🔹 They’re interested—but not thirsty. You can tell they did their homework, but they’re not trying to sell you a timeshare. They ask smart questions and don't turn into a LinkedIn hype machine mid-sentence. 🔹 They don’t use the interview as therapy. We get it—past jobs can be rough. But the best candidates don’t unpack the trauma in your Zoom room. They keep it classy and forward-looking. 🔹 They actually read the website. And maybe even stalked the team (professionally) on LinkedIn. Some even dig into earnings calls - can you even go into an interview no looking at CrunchBase and Glassdoor? Those folks get gold stars. The others? Please don’t ask what the company does. 🔹 They talk about impact—not just PTO. Yes, compensation and benefits matter. But when someone leads with “how can I help move the needle?” you know they’re not just in it for the kombucha and Fridays off. Bottom line: You don’t need to be perfect. Just be prepared, be curious, and be someone we’d actually want to work with at 4 PM on a chaotic Tuesday. Hiring leaders—what are your green flags? #RecruitingRealTalk #PeopleAndCulture #Leadership #CandidateExperience #FutureOfWork #AuthenticityWins

I once watched a company lose its dream candidate. Not because of money. Not because of competition. But because their interview process was a mess. ⏰ 15 rounds of interviews.  ⏰ 4 different presentations.  ⏰ 2 months of waiting. By then, the candidate was gone. Here's what no one talks about: Your hiring process tells candidates exactly how you run your company. Disorganized interviews? That's how you probably handle projects. Poor communication? That's how you likely treat your team. Endless rounds of repetitive questions? That shows how you make decisions. Look, I get it. You want to be thorough. But after years of watching this play out: Nobody needs to meet your entire team.  Nobody needs six rounds asking the same questions.  Nobody needs to prove themselves over and over. Think about great candidates. They're juggling multiple opportunities. They're evaluating you at the same time as well. What actually works? Simple stuff: ✅Know exactly what you want before you start ✅Ask the right questions once, not six times ✅Trust your gut when you find someone great ✅Move fast before they're gone I've seen companies turn 8-week processes into 2 weeks. Their quality of hires went up, not down. Remember, top candidates are interviewing you, too. They're watching how you communicate. How you respect their time. How you make decisions. Take a hard look at your interview process. Would you want to go through it? #Recruitment #HiringTips #TalentAcquisition #HR #RecruiterLife #Hiring #CareerAdvice #TalentManagement #RecruitingTips #HRLife