Who’s Interviewing Whom? Master the Art of Wooing

Stephanie Rainey & Miriam Abodunrin

Stephanie Rainey & Miriam Abodunrin

Stephanie Rainey is empowering businesses and unleashing hiring joy—transform your team with proven strategies.
Miriam Abodunrin is a marketer, writer, and photographer.

Have you ever had an interview where you felt the tables were turned? Instead of being in control, you felt at the mercy of the candidate’s scrutiny and questions.  It can feel like the candidate is interviewing you rather than the other way around. This power dynamic shift can feel off-putting and frustrating. Let’s explore how to regain control of the interview process and attract quality candidates to you. 

Let’s reframe your perspective: Establish that the interviewing process is a two-way street. Not only are you interviewing your candidates but they are interviewing you. This is actually a good thing because it means that you get to attract candidates interested in finding a quality workplace. You are evaluating whether a candidate deserves the job based on their credentials and your candidate is evaluating whether your values and company culture align with their own career goals. 

Steer the interview: The person asking the questions is in control of the conversation. When preparing your questions, prioritize those that directly relate to the job and avoid generic inquiries that may not yield valuable information. When asking your questions, have a clear vision of your ideal candidate and look for proof that the interviewee meets the requirements. Give candidates a chance to share the experiences and qualifications that show that they can do the job that you’ve created. 

Prepare for your ideal candidate: When you start the interview make it clear that there will be a time for questions at the end of the interview. This approach helps put candidates at ease allowing them to answer your questions and not interrupt with their inquiries. Preparation for your ideal candidate means creating a structure for your interview process.  Anticipate the questions that a keen candidate would ask and prepare answers that highlight the strengths of your business. 

Again, don’t disparage their inquisition, this is a positive indicator that they are interested in being a long-term employee. 

Remain positive: Maintaining a positive atmosphere will allow you and the candidate to relax so that a more transparent conversation can happen. Nervousness is common on both sides, but as the interviewer, your positivity and assertiveness can help ease tensions. Maintain a friendly and welcoming demeanour, actively listen to the candidate’s responses, and engage in genuine conversation. A positive atmosphere fosters transparency, allowing for a more authentic and meaningful exchange of information.

Interview with Confidence: With a shift of perspective, preparation and a good attitude you are ready to begin attracting your ideal candidate. Remember that a good workplace is built on a mutually beneficial relationship, where both the company and the candidate can thrive and grow. By adopting these strategies, you can create a positive and engaging interview experience that attracts top talent and sets the foundation for a successful partnership.