When it comes to interviewing, most hiring managers and HR professionals share a common goal: finding the best candidate for the job. However, one simple adjustment to the interview process can dramatically improve the honesty and authenticity of candidate responses, helping you uncover who they truly are — not just who they think you want them to be.
At Employers Council, we recommend a structured interview flow to ensure a smooth and effective process:
However, a common mistake we see is interviewers flipping steps two and three. Instead of jumping into interview questions, they first describe the position and organization in great detail. While this seems logical to set the stage, it unintentionally sets candidates up to tailor their answers to fit what you just described, whether those answers are authentic or not.
When you provide detailed information about the role and organization up front, you give candidates a cheat sheet for the rest of the interview. Rather than sharing what they genuinely know, think, or have done, they may unknowingly craft their answers to align with the information you've just provided.
Doing this makes it harder for interviewers to gauge the candidate's natural alignment with the role and values.
The fix is simple yet powerful: Wait to describe the position and organization until after you've asked your interview questions.
This shift will allow candidates to:
Here's how this approach plays out in practice:
Open the Interview
Start by introducing yourself, setting expectations for the interview, and making the candidate feel comfortable.
Example: "Thank you for coming in today! Let's spend about 45 minutes getting to know each other. I'll ask you some questions about your background and experiences; then, I'll tell you more about the role and our organization. We'll finish up with any questions you have for me."
Ask Interview Questions
Dive into your prepared questions, focusing on behaviorally based inquiries that uncover how the candidate has approached situations in the past. Without the role context, candidates are more likely to give honest answers.
Describe the Position and Organization
Once you've completed the question phase, describe the role, its expectations, and your organization's mission and values. At this stage, candidates can decide more about their fitness for the position.
Invite Questions from the Candidate
Encourage candidates to ask about the position, company culture, or the next steps in the process.
Example: "Now that you've learned more about us, what questions do you have? This is a great time to clarify anything you're curious about or share additional thoughts."
Close the Interview
Wrap up by thanking the candidate and outlining the next steps in the hiring process.
Example: "Thank you for your time today. We'll review all applications and contact you within a week with the next steps."
This small shift in timing enhances the honesty of candidate responses and allows you to make more informed hiring decisions.
Hiring the right person for the job is challenging enough without unintentionally influencing candidates' answers. By making this one simple change — asking your questions first — you'll foster greater authenticity in the interview process and gain deeper insights into who your candidates are.
Employers Council offers resources to help organizations conduct more effective interviews, including the following: