How The Masters Conduct Interviews

When it comes to hiring the best talent, the interview stage is critical. All human resources (HR) professionals and recruiters know this, but are we spending enough time thinking through the strategy and psychology of interviews?  

The Harvard Business Review argues that things have stagnated, saying there is “an appalling lack of effort given to systematic attempts at building improvements into this age-old process.” Even though the interview has been central to the recruitment process, it’s still a process worthy of reviewing. 

My view is that it’s always worth taking a step back and seeing if there are areas that can be improved. And that’s what this article is about – looking at the factors that influence the success of an interview. Alongside tips from some well-known business leaders, I will also pinpoint a few things we can learn from people who interview in other mediums, notably television.  

So, let’s get started. 

Creating The Right Atmosphere To Get Results  

The best interviewers know the value of setting the stage for candidates to present their truest selves. Richard Branson often suggests going for a walk with a candidate – or even going sailing! But whatever location is chosen, we can learn something from how Oprah Winfrey creates a safe, empathetic space where guests feel comfortable sharing personal stories.  

Interviews are inherently stressful for anyone, but really great interviewers can reduce anxiety and enable candidates to be as open and genuine as possible. Consider starting with a relaxed conversation, establishing a rapport, and creating an environment conducive to honest dialogue. Masters of interviewing understand that authenticity comes from comfort. 

Questions: When To Push (And When To Probe) 

Open-ended questions invite candidates to provide more than a simple yes or no. They enable employers to gather in-depth insights, especially in behavioral interviews. For example, rather than asking if they’re a team player, ask them to describe a situation where they worked effectively in a team. If responses are vague or lack detail, follow up with probing questions to encourage deeper answers. Asking “how,” “what,” or “why” can help bring out more meaningful information, and give candidates the chance to clarify or expand.  

English journalist Piers Morgan was one of the pioneers of asking tough, probing questions, renowned for his disarmingly direct approach. On shows such as CNN’s Piers Morgan Live, Morgan wasn’t afraid to push boundaries to get at the heart of a story. While this approach can be taken to an extreme, involving the kind of grilling dished out by Alan Sugar on Junior Apprentice, it is important not to shy away from difficult questions. 

Similarly, Amazon boss Jeff Bezos is known for conducting tough interviews, but by his own admission, he would rather carry out 50 interviews and hire no one, than hire the wrong person. 

Getting Better At Listening 

Great HR professionals and recruiters are exceptional listeners. They don’t just hear the words that candidates say, but take notice of what’s unspoken, noting body language, tone, and inconsistencies. If a candidate glosses over a particular question or becomes hesitant, a top interviewer will notice and may gently probe further, encouraging clarification without being confrontational. This skill is especially useful when assessing cultural fit.  

So, active listening means fully engaging with candidates by asking thoughtful follow-up questions, paraphrasing responses, and maintaining eye contact. Conducting a balanced interview by allowing candidates to talk for 70 percent of the time gives you a fuller picture of their skills and personality, allowing them the space to elaborate on their answers. A foundation in psychology can be valuable, especially for noting biases, body language, and emotional intelligence. Knowledge of these areas can help you interpret candidates’ answers more accurately and handle various personality types with insight. 

Using Behavioral Techniques 

Top interviewers frequently use behavioral interviewing techniques, which hinge on the idea that past behavior is the best predictor of future performance. Instead of asking candidates to speculate on how they would handle a situation, they ask about how they have handled similar situations in the past.  

Through these behavioral questions (for example, “How have you resolved a disagreement with a team member?”), interviewers can discern how well candidates align with the company’s values and whether they possess the soft skills needed to succeed. So, rather than hypothetical questions, candidates share real-life examples of situations they’ve faced, how they handled them, and the results. This approach provides insights into problem-solving abilities and behavior in practical contexts. 

Emotional Intelligence And Situational Awareness 

A candidate’s emotional intelligence is one of the hardest skills to evaluate; yet, it’s also one of the most valuable. Candidates with high self-awareness understand their strengths and weaknesses, and they can articulate both without hesitation.  

Master interviewers often ask questions that require introspection (for example, “What feedback have you received that’s had the biggest impact on you?”) These questions aren’t about seeing if a candidate has any flaws – we all do. Instead, they aim to reveal whether the candidate has a growth mindset. 

Assessing Cultural Fit 

In addition to technical ability, assessing cultural fit is critical. This isn’t about hiring people who think exactly alike, but rather about finding those who embody the company’s values, will thrive in its unique environment, and will add their own skills and personality to the mix. Elite interviewers often ask questions related to a candidate’s values, motivations and professional ambitions.  

Questions such as “What motivates you to do your best work?” help interviewers gauge how well a candidate will adapt to the company’s culture. When Meta’s Mark Zuckerberg conducts interviews, he asks himself internally whether this candidate is a person he could work for – an interesting litmus test when conducting an interview. Having this in the back of your mind will help you come up with the right questions to gauge cultural fit. 

Wrapping Up An Interview 

The final part of an interview often includes open-ended questions that allow candidates to express themselves freely and discuss aspects of their experience or personality that haven’t yet come up. You might ask, “Is there something we haven’t covered that you feel is important for us to know about you?” Or, you could simply steer the conversation back to the more informal, personal conversation you had at the beginning of the interview, bringing in subjects such as hobbies and leisure pursuits.  

These types of questions can be revealing and disarming, giving candidates an opportunity to share passions or perspectives that might otherwise go unnoticed. End interviews on a positive note by thanking candidates for their time and inviting any final questions. Let them know about the next steps, and follow up if there are any outstanding points. Clear communication leaves candidates with a favorable impression of the process. 

The masters of interviewing thus go beyond the basics, using a mixture of intuition, empathy, and strategic questioning to get the most out of their interactions with candidates. Their process isn’t just about filtering out unsuitable applicants, it’s about identifying the person who will bring the most to the role and grow with the organization. By listening deeply, designing questions with intention, and encouraging self-reflection, these top interviewers set the gold standard for recruitment. And in a world where talent can be a company’s greatest asset, there’s no greater skill than finding the right person for the job. 

About The Author 

Catherine Farley is the visionary founder and CEO of Talent Higher, a strategic recruitment partner that is redefining the landscape of talent acquisition. With over 14 years of experience spanning the UK, UAE, and KSA markets, Catherine has honed her expertise on both the agency and client sides, making her a powerhouse in the recruitment industry. Her career is marked by a relentless passion for aligning top talent with the perfect opportunities, enabling organizations to thrive through high-performing teams. Over her extensive career, Catherine's strategic mindset and unwavering commitment to excellence have been the driving force behind her ability to elevate the growth trajectory of every organization she’s partnered with. Whether orchestrating the recruitment of entry-level talent or sourcing exceptional leaders for director roles, Catherine’s deep understanding of diverse industries and her keen eye for potential have made her a sought-after leader in her field. With Talent Higher, she continues to set new standards in recruitment, ensuring that businesses not only meet but exceed their goals by securing the very best talent.