Are You Interviewing... or Interrogating?
If you know me at all, you know my thoughts on the "old school" method of interviewing - what I often refer to as interrogating. The notion that putting a candidate through the ringer somehow reveals their true potential is outdated and, quite frankly, counterproductive.
We've all heard those stories of interviewers grilling candidates with tough questions, trying to break them down or see if they can "handle the pressure." I get it - there's a time and place for tough questions and we need to make sure we get the right candidate for the role. But when the goal is to assess fit and build a relationship, the approach needs to be different.
Let me take you back to one of my own early experiences, the kind that taught me more about bad interviewing than anything else.
It was my first interview straight out of university, and I was applying for a role at a recruitment agency. I wasn’t set on recruitment at all - I was simply curious, and let’s be honest, I thought I could make some easy commission. At 21, I didn't have corporate experience, I was naïve but I was willing to learn. The recruiter, however, had a very different agenda.
At the end of the interview, he leaned back in his chair, looked me straight in the eye, and said,
“I just have one more question. I’m not sure you have what it takes to work in recruitment.”
Not a question... but okay.
And let me tell you, it threw me off. I sat there, stunned for a moment, fight or flight, then flipped into my full stubborn mode. I asked him why he felt that way, and I gave him my reasons for believing I could succeed. I gathered my thoughts, handled the objection, and sold against his doubt. He eventually said,
“Alright, I’ll put you through to the next stage based on how you answered that question.”
At the time, I was a 21-year-old who was desperate for a job. If someone said that to me now, I’m not sure what I’d say. Probably something along the lines of,
“Bye then, I’ll take my experience elsewhere.”
But the truth is, that interview was a lesson in resilience, and in hindsight, it’s a good example of the difference between interviewing and interrogating.
Not all candidates are as desperate as I was back then (it was convince this guy to give me a job or move back home with my parents), and its a really easy way to lose candidates.
So, why does this matter?
While many managers today (but not all) have moved away from this harsh, interrogative style of interviewing, it’s important to understand that the way you interview can make or break your hiring process. It’s about finding the right person, yes, but it's also about selling your company and creating a positive experience for the candidate. Too many hiring managers still operate with an outdated mindset that “the tougher the interview, the better the candidate.” But this often leads to unnecessary stress, confusion and a poor representation of your company.
Here’s where you can do better:
1. Sell the Opportunity
Interviewing is not just about assessing the candidate - it’s about selling them on why they should want to work for you. If you’re not actively showing them why your company is a great place to work, you’re missing a golden opportunity. Be prepared to discuss your company’s values, culture and the benefits of working there.
2. Information Gathering
Instead of interrogating, focus on information gathering. Ask thoughtful questions that help you understand the candidate's motivations, strengths and weaknesses. How does their background align with your needs? What do they bring to the table that sets them apart from others?
3. Objection Handling
If you feel uncertain about a candidate - whether it’s their experience or a specific skill - address it head-on, its sort of what my interviewer did. Don’t shy away from asking clarifying questions, and allow the candidate the opportunity to handle those objections. The way they respond can give you a lot of insight into their communication skills and how they think on their feet. I would however add - chose your tone wisely, there's no need to offend anyone in the process.
4. Sell Against Doubts
It’s natural to have concerns, but don’t let your doubts overshadow the candidate’s potential. Rather than focusing on why they might not be a good fit, think about how they could succeed in your environment. If they don’t have all the answers, can they learn and adapt? Are they passionate about your industry? Can they demonstrate the right attitude?
Simple Actions That Make a Big Difference
To help improve your hiring process, here are some small but impactful steps you can take:
At the end of the day, interviewing should be a two way street. Just as you’re assessing whether the candidate is the right fit for your team, they are evaluating whether your company is the right fit for them. The goal is to create a positive, engaging conversation - not a high stakes interrogation.
Remember: You’re not just hiring a candidate, you’re selling an opportunity.
So next time you go to interview, think about what sort of tone you want to set, 12 years have passed since my interview and I still talk about it to this day as a bad experience.
Up next: 3. “Candidates, Meet Prep". Smart ways to help you prepare for an interview. Tune in next week for my next Hiring Newsletter.
As always, please comment, share your thoughts and experiences below. If you liked what you read, please subscribe, the link is in my bio.
-Jen Hulme
Yes.. i believe at the heart of any great organization lies its ethos—values like respect, empathy, collaboration, and open communication. It’s concerning when an HR representative conducts interviews more like a rapid-fire Q&A session than a thoughtful conversation. While evaluating candidates efficiently is important, turning the process into an interrogation undermines the candidate experience and reflects poorly on the company’s culture. If this style is the norm, I’d respectfully question whether it aligns with the kind of work environment I want to be part of. Interviews should be a two-way exchange—where both parties learn from each other, not just a test of how fast or how much someone can answer under pressure. If that’s the standard, then with all due respect, it might not be the place for any capable candidate to grow.
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The interrogators are then surprised when their chosen candidate no longer wants to work for them 😅
I agree that interviews should be more of a conversation rather than an interrogation. Creating an open and positive environment not only helps assess candidates better but also allows them to feel whether the company is a good fit for them. This helps attract the best talent, as candidates who feel comfortable during the interview are more likely to want to join the company.
Insightful