For the longest time, interviews have been framed as a one-sided evaluation—“The candidate must impress the employer.” But in reality, an interview isn’t just a performance for a job offer; it’s a conversation that should benefit both parties.
As recruiters, we don’t just present candidates, we also represent our clients. We need to ensure the company’s culture, expectations, and long-term goals align with what the candidate is looking for. A job may seem perfect on paper, but if the values, work environment, or leadership style don’t match, it won’t work in the long run.
Interviews should focus on uncovering both strengths and weaknesses, assessing capabilities and areas for growth, and determining whether the candidate aligns with the company culture. It’s not just about selling oneself or the company, it’s about finding the right fit for both sides. Likewise, interviews shouldn’t be dominated by discussions about the market alone; while context is important and we understand that such discussions could be more exciting, the core of the conversation should be about the role, expectations, and long-term compatibility.
I once worked with a candidate who seemed like the perfect fit on paper. The employer was keen, and the candidate aced the technical aspects of the interview. However, the conversation ended up revolving too much around market trends, leaving little room to explore deeper topics. When I later asked the candidate how they felt about the company, their hesitation spoke volumes. They had unanswered concerns about leadership style and growth opportunities but didn’t voice them during the interview. At the same time, the hiring manager didn’t gain much insight into the candidate’s personality or drive. Ultimately, the candidate declined at the final stage. A more balanced discussion could have helped both sides make a clearer, more confident decision and saved valuable time.
💡 Candidates:
An interview is YOUR chance to evaluate the company as much as they evaluate you. Ask about career progression, leadership, work-life balance, and any potential red flags. The right job isn’t just about the paycheck, it’s about whether you’ll thrive there.
💡 Employers:
A great interview isn’t just about testing a candidate, it’s about engagement. Create a space where candidates feel comfortable asking questions, too. You’ll attract people who are genuinely interested, rather than those who just want to “get through” the process.
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