Hiring Right Starts with Interviewing Right
Why the Interviewer Matters More Than You Think
In the world of hiring and talent strategy, organizations often focus on job postings, sourcing tools, and onboarding processes. But one of the most overlooked yet most powerful factors in a successful hire is the person conducting the interview.
Choosing the right interviewer is not just a practical decision. It’s a leadership decision. The interviewer is the first person a candidate truly connects with. They set the tone, shape the experience, and influence whether the right person says yes to the role.
Interviews Are More Than a Checklist
Too often, interviews become robotic: a list of questions, a quick scorecard, and a gut feeling. But great interviewers do more than follow a script. They know how to:
Listen between the lines.
Ask insightful, role-specific questions.
Assess cultural fit and potential.
Recognize transferable skills.
Represent the organization’s values and mission.
An interview isn't about evaluating talent, it's about making talent feel valued.
Soft Skills Make Stronger Interviewers
Technical knowledge is important but without the right soft skills, even experienced leaders can struggle to conduct effective interviews.
Strong interviewers bring:
Emotional intelligence – to read nonverbal cues and respond with empathy.
Active listening – to go beyond the surface of answers and spot hidden strengths.
Clear communication – to explain roles, expectations, and next steps transparently.
Cultural awareness – to ensure an inclusive, equitable experience for all candidates.
Professional curiosity – to ask thoughtful follow-ups that uncover a candidate’s true potential.
Interviewers, recruiters (internal and external) represent your company. They reflect your culture whether you intend for them to or not. A disengaged or untrained interviewer may unintentionally give the impression that your workplace is disorganized or indifferent. When interviewers lead with empathy and professionalism, candidates walk away feeling respected even if they’re not selected. That impression lasts, and it matters.
Poor Interviews Cost More Than You Think
Hiring the wrong person is expensive. But having the wrong person do the interview is where that mistake often begins.
An unqualified interviewer might:
Miss red flags
Misrepresent the role or company culture.
Favor charisma over competence
Fail to engage the best candidates.
Ask inappropriate or illegal questions
These missteps lead to poor fit, higher turnover, and long-term damage to your team and brand.
Let’s Be Honest: Candidates Are Talking
It’s important to acknowledge the truth that many leaders overlook: candidates are sharing their interview experiences and not all of them are positive. Whether it’s on social media, review sites, or by word of mouth, stories of unprofessional, rushed, or biased interviews travel fast and far.
From being ghosted after multiple rounds to being asked irrelevant or inappropriate questions, job seekers have valid reasons to be cautious and sometimes skeptical of the hiring process.
These stories don’t just reflect poorly on the interviewer they reflect on the entire organization. A single bad interview experience can cost your company more than a viable candidate. The reality is that a company’s reputation comes from everyone who interacts with them, not just their customers. This is why intentional, well-trained interviewers matter more than ever.
Who Should Be Interviewing?
The ideal interviewer is:
First and foremost, welcoming. I cannot tell you how the number of interviewers, including recruiters and talent acquisition specialists, miss this core item.
Trained to recognize unconscious bias.
Familiar with the job’s actual duties and expectations
Skilled in behavioral interviewing.
Able to reflect the organization’s mission and values.
Equipped with strong soft skills
Knowledgeable of employment laws that come into play while interviewing
Interviewing is a skill not just a task. It should be treated as a strategic function of leadership, not something delegated by default.
Work With Us to Strengthen Your Hiring Process
At SS&J Human Resource Consultants, we help organizations improve their hiring outcomes by starting at the source: the interview process. From custom interviewer training and soft skill development to structured evaluation tools and full-service talent acquisition strategy, we give your team what it needs to attract and select top-tier talent with confidence.
➡️ Ready to hire smarter? Let’s talk.
Because hiring right starts with interviewing right—and that starts with us!
