“You should be honored to interview with our company.” That behavior still lingers in some circles, but let’s be honest- it’s outdated. In today’s market, interviews are not about a company bestowing an opportunity; they are about creating a genuine exchange. Talent is evaluating you as much as you’re evaluating them.
Too often, though, interviews remain one-sided. Candidates get shuffled through a conveyor belt of HR screens and recruiter calls, rarely forming a real connection with the hiring manager. The result?
- Shortlists managers don’t buy into
- Recruiters left frustrated
- Candidates stuck in the middle- under-prepared, over-rehearsed, and just trying to survive the process
That’s not a strategy- it’s a skit. Think I Love Lucy in the chocolate factory: Lucy and Ethel scrambling as the chocolates fly by, hiding some, dropping others, stuffing a few in their mouths just to keep up. That’s what today’s over-scripted, over-automated interviews feel like. Everyone’s rushing, nobody’s connecting, and quality gets lost in the chaos.
I’ll never forget one candidate I knew was perfect for a role- bright, authentic, fully aligned with the culture. Even more, she clearly understood the team’s gaps and came prepared with ideas to solve them. But the interview panel? Their judgment was written on their faces before the first question. The candidate felt it instantly. Instead of walking out energized, she walked out deflated. And we lost her. And we lost a relationship. And we lost future referals.
That experience taught me truths I carry to this day:
- Judgment kills trust. The moment a candidate feels judged, they stop showing who they really are.
- Discovery beats testing. Interviews aren’t pop quizzes- the goal is to learn, not catch someone off guard. Curiosity reveals what rehearsed answers never will.
- Neutrality fuels authenticity. When bias and snap judgments step aside, space opens for candidates to be real.
- Scripts age fast. “Tell me about a time you failed” rarely sparks insight- it only measures how well someone practiced their lines.
- False signals cost credibility. Signaling to a candidate that an offer is forthcoming. The disappointment that follows can be unsettling and avoidable.
- If a candidate’s ideas are strong enough. So that you feel compelled to take notes for solutions during the interview, the answer is simple- listen well and set another interview ASAP.
- Check your ego at the door. Ego off, curiosity on. The best interviews are built on openness, not authority.
AI, automation, and efficiency will continue to shape recruiting- but no technology can replace a genuine moment of human connection. The organizations that thrive in the future will be those that blend smart tools with even smarter humanity, where interviews feel less like transactions and more like the first page of a shared story.
When interviews shift from testing to connecting, leaders make stronger hires, candidates gain clarity, and companies build reputations that set them apart. Word travels quickly. Candidates tell others: “That company treated me with respect.” And in a market where employer brand is currency, that impression compounds into long-term advantage.
Because in the end, interviews aren’t just about hiring; they’re about trust, culture, and leadership. The way you treat someone in that moment echoes long after the process ends. Companies who understand this aren’t just filling roles; they’re shaping legacies and setting the standard for what modern leadership looks like.