Blog
How to Improve the Interview Process
Discover the top recruitment strategies to improve your interview process. Maximise your hiring strategy to ensure you ask the best questions, hire top talent, and impress your candidates.
The interview process hasn’t changed much in decades – and candidates can tell. Recycled questions, rigid formats, and vague feedback can make interviews feel outdated, and in a market where good people have plenty of options, sticking to the same old approach simply won’t cut it.
If you really want to get more out of your interviews, it’s time to challenge the process and turn them into what they should be: an exchange of insight, not a performance.
At WorkNest, we help organisations get recruitment right, from start to finish, and we see firsthand what works – and what doesn’t. Here are six simple ways to make interviews more insightful and ensure a positive experience for both you and the candidate.
1. Cut the clichés
“Tell me about yourself” might be the go-to opener, but it rarely reveals anything meaningful. Instead, start with a question that encourages reflection, such as “What’s something you’ve learned recently that really excited you?” or “What’s been the most rewarding part of your career so far?” These questions tend to spark more insightful conversation and invite genuine responses rather than rehearsed elevator pitches.
2. Strive for a 60/40 split
Most interviews end up one-sided: 90% employer talking, 10% candidate responding. They should feel more like a conversation. Ask how they’d tackle a real challenge or have them share an example of a problem they’ve solved. Pause halfway through the interview and invite them to ask questions. This will help shift the tone from interrogation to collaboration, letting their personality shine through and giving you a clearer sense of who they are.
3. Keep it cosy
Large interview panels can be intimidating and often make candidates put up a façade, stifling authenticity. Keep it simple: two interviewers, ideally from different parts of the business, are usually enough and will help put candidates at ease. Fewer people make for a more comfortable, balanced, and natural conversation, helping you better assess their skills, mindset, and fit for the role.
4. Prioritise structure over scripts
You don’t need a rigid list of competency questions to keep interviews consistent. Instead, agree on the key themes you want to explore – such as resilience, collaboration and creativity – and let the conversation flow naturally. The most valuable insights often come from the unscripted moments – the tangents and stories candidates share that you didn’t think to ask about – so don’t box yourself in.
5. Look for lessons
After every interview, take a moment to reflect: “What did this person teach me?” If they’ve offered a fresh perspective on a process, idea, or challenge, it’s a strong signal that they can bring real value beyond the job description. This reflection helps you focus not just on technical skills, but on how a candidate’s thinking, creativity, and approach could enrich your team.
6. Close with clarity
End every interview by clearly setting expectations: explain the next steps, when they’ll hear back, and who they can contact if they have questions. It might seem small, but clear communication at the end shows your organisation is professional, thoughtful and respectful of candidates’ time, which can leave a positive lasting impression – even on those you don’t end up hiring.
Key takeaway
The best interviews aren’t tests. They’re conversations that reveal potential, spark ideas, and help both sides make better decisions.
Related Content
Challenges in Hiring | 3 Ways to Bridge the Recruitment Disconnect
Hiring Hurdles | 6 Reasons Every Organisation Needs a Recruitment Audit
hr training
Effective Recruitment
FACTSHEET
Discover Our Fixed-Fee Recruitment Service
Specialist interview support services for employers
WorkNest offers complete interview support to make your hiring process smoother, stronger, and more successful.
Our fixed-fee recruitment packages include interview scheduling as standard, but our experts can also assist with the following on a pay-as-you-go basis:
Review your current interview process and provide best-practice recommendations.
Create or refine interview questions and scoring systems for a consistent, structured approach.
Attend interviews (virtually or in person, where possible) to provide professional support and guidance.
Review score sheets and provide candidate feedback to help you make confident, informed decisions.
Whether you’re looking for one-off support or a full recruitment partnership, we tailor our approach to your organisation’s needs.
Hire with confidence. Call our team on 0345 226 8393 or request your free consultation using the button below.
