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Best interview techniques for employers | 5 simple strategies for success
Written by Danielle Fargnoli-Read on 22 October 2025
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 Recycled questions, rigid formats, and vague feedback can make interviews feel outdated, and in a market where good people have plenty of options, sticking to the same old approach won’t cut it.
At WorkNest, we help organisations get recruitment right with outsourced fixed-fee hiring support, and we see firsthand what works – and what doesn’t. Here are eight effective interview techniques that deliver a positive experience for you and the candidate.
New and effective interview techniques to revitalise your hiring strategy
If you 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. Follow these steps for new interview techniques that sharpen up your hiring strategy.
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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.
If you need some interview question inspiration, check out our guide to what you can and can’t as job candidates.
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. Wrap up right, then reflect
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.
Then, take a moment to reflect: What did this person teach me? If they’ve offered a fresh perspective or challenged your thinking, it’s a strong signal that they could bring real value beyond the job description. This simple step helps you hire not just for skills, but for mindset and potential.
Key takeaway for the best interview experience
The best interviews aren’t tests. They’re conversations that reveal potential, spark ideas, and help both sides make better decisions.
Unlock the most effective interviewing techniques 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 and shape a positive company culture. Call our team today on 0345 226 8393 or request your free consultation using the button below.
