Ace Your Next Interview: Winning Strategies for Job Seekers + Hiring Managers
Impact Recruitment
We believe in the power of big dreams, hard work, great people and strong teams.
No matter which side of the interview table you’re on, navigating the hiring process can be challenging – but what if we think about it like this? A two-way street, where both hiring managers and job seekers have the same goal: finding the right fit.
In the current job market, with all its ups-and-downs and in-betweens, standing out is essential. Whether you’re a candidate aiming to land your dream job or a hiring manager looking to add the perfect person to your growing team, you know we’ve got you covered.
Here’s how to put your best foot forward and knock your next interview out of the park:
For job seekers: Interviews can be nerve-wracking, but they don’t have to be – and it’s definitely your time to shine.
Adaptability is your superpower
Sure, it’s not as cool as like, invisibility or teleportation, but adaptability is one of the most sought-after skills in the current market. Right now, nothing seems to stay the same for long, so it makes total sense that employers love candidates who can handle change with ease and a great attitude.
Share examples of how you’ve thrived in unpredictable situations, come up with creative solutions to unexpected challenges or adapted easily to new roles. It shows you can think on your feet and that you’re ready for anything the job might throw at you.
Tell your story
I did this, I did that, blah blah blah. Don’t spend all your time with the hiring manager running through your basic job duties – they’ve got your resume, right? Instead, dive into specific achievements you’ve had and obstacles you’ve faced, and details on how you made it happen.
Your general skillset is important, of course, but employers want to know how you put those skills into action. Detailing this will paint a clear picture of your abilities and make you stand out in a sea of prospective candidates.
Personal branding matters
Your LinkedIn profile isn’t just a “digital resume” – it’s your personal brand, and it’s often the first place hiring managers go to get a sense of who you are, what you’ve done and how you might fit within their team.
Make sure it’s up-to-date and actively reflects your professional journey so far. From your profile photo to the posts you share and the skills you highlight, every detail counts. Don’t just list your past jobs: showcase your value, your learning experiences, your expertise and, of course, what makes you stand out.
Show off those soft skills
While technical skills get you in the door, soft skills help you thrive once you’ve walked into the room. Regardless of the job market, employers are always on the lookout for candidates who not only excel at their craft but also know how to collaborate, communicate and contribute positively to their workplace.
Highlighting your emotional intelligence, ability to work in a team and unique problem-solving abilities shows you’re not just great at your job, you’re someone who can help bring the whole team (and the company culture) to another level.
Ask the tough questions
Remember what we said before about this being a two-way street? Let’s go back to that. Interviews aren’t only about seeing if you’re the right fit for the company; they’re also a chance for you to decide whether the company is the right fit for you.
Asking thoughtful, even tough question – like where the company is headed, what challenges they’re currently facing or how they see the role evolving in the short and long-term – shows you’re not just focused on landing the job. You’re already thinking ahead, considering how you can contribute to their bigger goals.
And, on the flip side, it gives you insight into whether this is a place where you can grow your career, develop professionally and, most importantly, be happy in the day to day.
For hiring managers: Get the offer letter ready, you’re about to wow your candidates and leave your competition in the dust!
Speed matters
Get this: 75% of professionals we polled said they’d rethink a job if the hiring process was less-than-stellar. That’s huge! When it comes to the right candidate, speed can be the difference between getting that signed offer letter and starting your search from scratch (while they shake hands with the competition).
If your interview process drags out, candidates will move on to quicker offers. It sucks, but it’s the truth – hard as it might be to hear. Job seekers aren’t just sitting around waiting for your call, they’re applying for multiple jobs and, as such, often juggling multiple opportunities.
A slow, drawn-out process sends the wrong message to your potential new hire: it feels disorganized, disingenuous and, honestly, pretty disrespectful of their time. Keep things streamlined, avoid rescheduling (where possible, life happens) and show candidates that they’re a priority, not an option.
Flexibility is king
We’ve talked about this before, right? Like, kind of a lot? To reintegrate, flexibility isn’t a “nice-to-have”, it’s a must (and has been for a while now). Candidates are actively looking for opportunities that offer hybrid or remote options, so if you’ve got them (and you do, right? You definitely do), make sure they’re front and center!
Hybrid work options and flexible scheduling weighs heavily on a candidate’s decision, especially when they’re comparing offers, so whether it’s work-from-home days, flexible hours or you’ve got a clear, hybrid work model in place, make sure you bring that up during the interview – trust us, your candidate will take notice.
Sell your culture
Money > everything? Well, sure. Salary matters, it always has and it probably always will. These days though, it’s not just about salary – people want to join a company than aligns with their values, somewhere that they feel comfortable bring their genuine self to the workplace.
That sounds overwhelming, but it’s really not: basically, this is your chance to show off what makes your workplace awesome. Talk about your mission, your values and vision, your ethos, causes you care about, how your promote upward mobility – what sets your culture apart.
Whether it’s unparalleled team camaraderie, limitless career growth opportunities or a commitment to promoting a healthy work-life balance, make sure candidates know what they’re signing up for, and that they’ll have a real chance to grow and shine with your organization.
Be mindful with take-home assignments
Sure, skills tests are useful – you need to know your candidate is qualified! But a long, unpaid report or assignment? Maybe think twice – it’s not a good look. No one wants to feel like they’re wasting their time doing free work, and job seekers are being very vocal online about how these “evaluations” are a big time red flag.
Most candidates are happy to show off their skills with a small task, giving them a chance to strut their stuff, but when you start asking for too much, it can be a major turn-off. Keep assignments short and sweet, and be upfront about why they’re necessary. A little transparency goes a long way in keeping candidates invested in the process and excited about the role.
Personalize the offer
No two candidates are the same, so why should every one of your job offers be? Instead of sticking with a standard, cookie-cutter offer, think about what will really appeal to this specific candidate. Maybe they’d love a little extra PTO, customized wellness benefits that start from day one or a clearly defined parental leave policy.
Personalizing your offer shows that you see them as more than just another hire. It’s a small touch that can make a big difference in making your offer stand out from the rest of ’em.
Be transparent
Surprises are great… if it’s a birthday party or, like, a big lottery win. But during the hiring process? Not so much. If you’re vague about salary ranges or job expectations, candidates can start to question the opportunity and feel unsure about going forward in the process.
Be upfront about the role, the possible career path and potential growth opportunities – and stick to what you say. When you’re clear from the start, you’ll build trust with the candidate, making them feel confident choosing you in the long run.
So, keeping these things in mind, we’re certain that both candidates and hiring managers can approach the interview process with confidence, setting themselves up for success in 2024 and beyond. Win-win!