Interview tips from the other side of the table

Recently, I had the pleasure of being part of an interview panel for a client recruiting a new People and Culture Manager.

We spoke with some fantastic candidates. While it is never easy being on the other side of the table, a few things really stood out from those who presented themselves strongly.

Here are three simple ways candidates helped us quickly understand their value.

📝 Come prepared with examples

When you have been in a role or organisation for a long time, it can be challenging to explain your experience clearly and succinctly.

The candidates who stood out had clearly prepared answers and anecdotes. This made it much easier for us to quickly grasp the depth and relevance of their experience.

💡 Focus on impact, not just activity

Strong candidates did not just describe what they had done. They explained the outcomes they achieved and the impact on the business.

This shift from tasks to results made their contributions far more compelling.

❓ Ask thoughtful questions

Often, the richest part of the interview was the discussion that followed the candidate’s questions about the role, the team, current challenges and upcoming priorities.

This is where genuine interest and commercial understanding really came through.

Interviewing well is a skill. Here in Aotearoa New Zealand, tall poppy syndrome can sometimes make it uncomfortable to talk confidently about your achievements. An interview is exactly the place to do it.

When we shared this on LinkedIn our network also shared with us the importance of bringing your CV to life and storytelling using the CARL structure (Context Action Result and Learning) to help show off your growth mindset.

Need support with your next People & Culture hire? Get in touch with our team.