If your interviews are more “good enough” than game-changing, it’s time to step it up. Let’s talk about one of the most essential skills in business — interviewing. Whether you’re hiring for a scrappy startup or a powerhouse organization, running a stellar interview is like having the right playbook for your team. It’s not just about finding someone who ticks the boxes on paper; it’s about spotting that candidate who brings something extra. You don’t want just any good candidate — you want the right candidate. Here’s how to approach the process with the confidence and strategy that’ll help you build a winning team.
1. Set the Stage for Success
The interview starts the moment the candidate walks in (or logs in if it’s virtual). You want to make sure they feel comfortable from the get-go. A welcoming tone, some casual small talk, and an easygoing vibe can set the stage for a productive conversation. No one’s going to open up if they feel like they’re in an interrogation room, right? Give them the space to be themselves and watch as the best version of them comes through.
2. Be Clear About the Job and Expectations
You wouldn’t jump into a game without knowing the rules, so don’t expect a candidate to perform without understanding what’s at stake. Be clear about the job description, the goals of the position, and the company’s expectations. The clearer you are up front, the better the candidates can self-assess if they’re a good fit — and the better you can gauge if they’re a real match for what you’re looking for.
3. Ask the Right Questions
Gone are the days of asking standard, cookie-cutter questions like “What’s your biggest weakness?” You’re better than that. Instead, ask questions that get candidates thinking and give you insights into their true capabilities and potential. Try open-ended questions that tap into their problem-solving skills and experiences, like “Tell me about a time you overcame a significant challenge” or “How do you handle a project when things aren’t going as planned?” The key is to dig deep. You want to see if they’ve got the grit, resourcefulness, and adaptability you need.
4. Listen More Than You Talk
This is a big one. The best interviewers don’t talk about themselves for an hour — they listen. Really listen. As candidates answer your questions, pay attention to not just what they’re saying but how they’re saying it. Are they confident? Do they use examples that demonstrate real skills or experiences? What you hear is just as important as what they’re saying.
5. Focus on Cultural Fit
Skills are important, but so is personality. A candidate might have the experience, but if they can’t mesh well with the team, you’re just setting yourself up for a headache down the road. Make sure to assess whether the candidate will fit in with your company’s culture. Are they collaborative? Do they have a positive attitude? Can they adapt to the way your team operates? A great hire isn’t just someone who does the job — it’s someone who enhances the whole squad.
6. Sell the Role
Look, the best talent doesn’t just want to be hired — they want to be wooed. After you’ve asked your questions, given them the chance to speak, and figured out if they’re the right fit, it’s time to sell them on the role. Highlight what makes your company awesome. Talk about the growth opportunities, the team dynamic, and the big-picture vision. It’s not just about whether they want the job; it’s about whether they’re excited to work with you.
7. End with the Next Steps
Finally, be transparent about what comes next. Don’t leave them hanging wondering when they’ll hear back. Let them know when they can expect a follow-up, whether it’s for a second round or an offer. It’s a small detail, but it helps build trust and shows that you’re organized and professional.
