Interviewing with Impact

By: Katy Byrtus, Sr. Recruiter

Picture this: You and your hiring team have spent hours crafting the perfect job ad, reviewing resumes, and narrowing down your top candidates. But when it’s time to interview, no one’s prepared. You fumble over your words, talk over each other, leave awkward silences, and forget to leave time for the candidate’s questions. The ones you were so eager to impress.

Just like that, you’ve lost your chance to make a strong first impression. And likely, you’ve lost that top candidate too.

The good news? There’s a lot you can do to avoid this. Read on as we walk through some tips and tricks to help you interview with impact, and land your next great hire.

 

1. Introspection: The Prep Work

Before you even schedule interviews, take a step back. Reflect on your current hiring process. Or if you don’t have one yet, think about what’s worked (and what hasn’t) in past interviews.

Ask yourself:

• Is the job description up to date? Does it reflect today’s needs or the team’s needs from several years ago?
• Do you know how this role connects to your company’s mission, vision, and values?
• Have you aligned with your hiring team on what’s essential experience vs. what’s “nice to have”?

Hiring is a two-way street. Candidates are evaluating you just as much as you’re evaluating them. So, gather your team, get aligned, and prepare before the interview even begins.

2. Inclusion: Casting the Widest Net

Today’s candidates are looking for more than just a paycheck. They want to feel valued, included, and aligned with your company’s values. They want transparency, growth opportunities, and a sense of belonging.

So, ask yourself:

• Are you hiring for skills and potential? Or just trying to replace the last person?
• Are you aware of your biases? Are they influencing your decisions?

Let’s ditch the “beer test.” Sure, we all want to work with people we like, but hiring based on who you’d grab a drink with isn’t a strategy (unless you’re hiring a bartender, and even then, skills matter!).

We all have biases. What matters is how we manage them. Use structured interview questions, consistent evaluation criteria, and an aligned and collaborative hiring team to help keep things fair and focused.

 

3. Intuition + Insight: Let’s Interview!

You’ve got your team, your questions, and your candidates lined up. But then the interview starts, and you’re scrambling for resumes, unsure who’s asking what. Not ideal.

You set the tone. Candidates are likely interviewing elsewhere, so show up prepared and engaged. Here’s how:

• Review resumes ahead of time.
• Assign interview questions to each team member.
• Be ready to answer candidate questions.
• Create a welcoming environment; smile, make eye contact, and break the ice if needed.

And remember: candidates are human. If someone’s nervous or a few minutes late, assume positive intent. Tech issues happen. Nerves are normal. Grace goes a long way.

4. Impact: Attracting + Retaining Top Talent

Think about the impression you’re leaving. Did the interview feel like a conversation or an interrogation? Did you give space for the candidate’s questions? Did they feel heard?

And what about the candidate who didn’t interview perfectly but has incredible experience? Don’t write them off too quickly. I recently interviewed a senior engineer, and we kept accidentally interrupting each other. It was awkward, but they acknowledged it, expressed genuine excitement, and went on to shine with the rest of the team. Interviews are human moments. Treat them that way.

Finally, follow up. Thank candidates for their time. Let them know what to expect next. Even if they’re not the right fit now, they might be perfect down the line.

Now, picture this: Your team is prepped. Your questions are ready. Your candidates know what to expect. The interviews go smoothly. Everyone’s engaged. You even get a few thoughtful thank-you notes.

The hardest part? Choosing who to hire. But you’ve got scoring guides, detailed notes, and a collaborative team to help you make the best decision.

 

Want to dig deeper? We offer a training on interviewing with impact, in-person or virtually! We’d love to connect with you and your team to explore your unique hiring challenges and help you build a process that actually works.