Hey there, fellow hiring managers and interviewers! A while ago I posted about my thoughts on how I felt the interview process was a pretty unnatural and unfair experience. That post and my thinking around it took me on a really interesting journey, and I was lucky enough to have some great conversations with some awesome humans along the way (thank you to everyone that graciously gave up their time to educate me).

If you don’t have the time to read more about my learnings (5-7 minutes), the very bottom line is just this, if you’re an interviewer, recruiter or hiring manager, please lead with an open mind, curiosity kindness, and empathy. Understand that the candidate will be nervous, whether they’re a seasoned CEO or a fresh graduate, nervousness is a human condition and it’s what our candidates say every time they are interviewed. If your candidate doesn’t behave within what you see as societal norms, get curious, ask more questions and give them the space and dignity to be who they are.

This blog is a subject close to my heart, and as someone who interviews day in and day out, I have always wondered how we can make this process fair, equitable, and just well, more human. And now that we have AI to contend with – how can we keep us humans at the centre of this process.

Most of us have been on both sides of the interview table. We know it can be an unnatural and unnerving experience, yet we expect candidates to “act natural”, and “just be yourself”. But with so much at stake, particularly in the current market, it can sometimes feel difficult to even string a sentence together.

But what if we could turn this into something more positive and inclusive? Let's explore how we can do just that! Statistics tell us that just like a CV with one or two spelling errors, a ‘bad’ interview is often not an indication that someone will not perform well in the role. I want to explore ways that we can create an environment that enables us to all shine in our own way during that first interview.

Bias

First things first, let's talk about bias. We all have it, whether we like to admit it or not. It's part of being human. But I reckon awareness is the first step to overcoming it. Before you step into that interview room, take a moment to check in with yourself. What assumptions might you be making about the candidate based on their name, appearance, background, age? or what you might have heard about someone, we’re all quite connected in New Zealand and we often know the same people. Recognising these thoughts allows us to set them aside and approach each interview with an open mind.

The interview environment

Now, let's consider the interview environment itself. Whether it's in-person or virtual, we want our candidates to feel comfortable and at ease. When you're relaxed, you're more likely to be your true self right? So, how about starting with a warm welcome and a bit of casual chat? It could be about the weather, their journey to the office, asking if they need a glass of water, or showing them where the bathroom is. These small gestures can help break the ice and show that you care about their comfort. Even better, as hiring manager or recruiter, before each interview we should be asking candidates if they need anything to support them during their interview.

Different communication styles

Here's a biggie, and in 12 years of recruitment, I’ve seen a lot in interviews, so let's embrace the beautiful diversity of human communication styles. Some folks are naturally chatty, while others might take a bit more time to warm up. Some might use their hands a lot when they speak, I’ve learnt that some people feel uncomfortable making a lot of eye contact, and others like to doodle while they talk. I’ve found the key is to not judge these differences but to appreciate them. Remember, the goal is to understand the candidate's skills and potential, not to find a carbon copy of yourself or your team.

Skills assessment

Speaking of skills, let's rethink how we assess them. Traditional interview questions can sometimes favour those who are great at thinking on their feet or have a particular communication style, and that’s important if the role calls for that. But what about the deep thinkers who need a moment to formulate their thoughts? Or the practically-minded people who shine when solving real-world problems? Consider mixing up your interview format. Maybe include a practical task, a written exercise, or to prepare a presentation. This variety can help different types of candidates showcase their strengths. My key point here is to make the interview experience relevant to the role they will be performing. Long gone are those Google interview style days of quick fire questions, ……Are you Superman or Batman?, … now go! And while you’re at it, ask clear questions, nothing vague so an interviewee isn’t sure where to start. “Tell me a bit about yourself” must be one of the hardest questions to navigate ever! Where do you even begin? I have a client who told me they do walking interviews – I thought that was pretty cool as it takes you out of the formal environment, as long as you can keep the pace of course!

Accommodations

Now, here's something we often overlook – accommodations. Every person has unique needs, and I believe it's on us to create an environment where they can perform at their best. This could mean offering breaks during long interviews, providing materials in large print for those with visual impairments, or ensuring the interview location is accessible for candidates with mobility issues. This simple question shows that you care and are willing to adapt. It’s our responsibility as hiring managers to have set the candidate up well for success: who will they be interviewed by, are there any tricks to getting into the building, what sort of interview questions will be asked – and while we’re at it, yes share those interview questions in advance! That way you are working towards a much more relaxed candidate and will get far richer answers.

Culture fit

Let's talk about culture fit for a moment. It's a tricky one, isn't it? While it's important that a new hire can work well with the team, we need to be careful not to use 'culture fit' as a way to exclude those who are different. Instead, think about 'culture add' – how can this person's unique perspective and experiences enrich your team and organisation? This shift in mindset can lead to more diverse, innovative, and dynamic workplaces. We know statistically that a diverse set of thoughts and opinions lead to happier and higher performing teams.

Finally, remember that kindness and empathy go a long way. Interviews can be stressful, and in these conditions, candidates may not always present their best selves. A lot of preparation, time and energy has gone into having this meeting with you, not just that one hour they spend in your presence. Giving your candidates a fair chance can lead to discovering hidden gems who go on to become fantastic and loyal team members.

Happy interviewing!