Have You Considered Reverse Interviews?

A relatively new hiring approach, Reverse Interviewing, is gaining traction as a growing number of organisations look for innovative ways to identify and retain top talent. Traditional interviews, while effective in their time, may no longer be sufficient to address today’s challenges in talent acquisition. With businesses facing significant costs due to poor hiring decisions, reverse interviewing empowers candidates and offers a fresh perspective that could positively impact employee retention.

The High Cost of Bad Hiring

Bad hiring decisions are costly—not just financially, but also in terms of productivity and morale. Consider these statistics from a recent Forbes article titled “What Leaders Get Wrong About Hiring (and Why It Matters)”:

80% of employee turnover stems from poor hiring decisions. (Harvard Business Review)

45% of hiring mistakes are attributed to inadequate processes. (Harvard Business Review)

Poor hires can cost businesses anywhere from R50 000 to hundreds of thousands of Rands for executive roles. (CareerBuilder)

These figures highlight the need for a reimagined hiring approach. Reverse interviews offer a promising solution by shifting the dynamic and allowing employers and candidates to better assess alignment and fit.

What Are Reverse Interviews?

As the name suggests, reverse interviews place the job candidate in the interviewer’s seat. This practice is typically introduced later in the hiring process, once the candidate is a strong contender for the role and the employer has already evaluated their qualifications.

During a reverse interview, candidates ask questions to better understand the organisation’s culture, values, leadership style, and work expectations. This approach fosters trust, empowers candidates, and strengthens mutual understanding, ultimately helping both parties make more informed decisions.

Although not yet mainstream, reverse interviews are steadily gaining recognition among business owners and HR professionals as an innovative tool for evaluating prospective talent.

How to Conduct Reverse Interviews

For reverse interviews to be successful, clear guidance and preparation are essential. Here are five best practices:

1. Explain the Purpose Clearly communicate the goal of the reverse interview to the candidate. Let them know this is an opportunity to explore aspects of the organisation such as culture, values, leadership, and growth opportunities. Encourage them to prepare questions in advance.
2. Set the Right Tone Create an environment where candidates feel comfortable asking questions. Your responses should be thoughtful, transparent, and non-judgmental. This is a two-way conversation—not an evaluation.
3. Provide a Framework Many candidates will be unfamiliar with reverse interviews. Offer a primer outlining potential topics they might want to address, such as company culture, leadership styles, team dynamics, and work-life balance. A standardised email or guide can help them prepare effectively.
4. Clarify Your Role Emphasize that your traditional role as an interviewer is set aside for this conversation. The reverse interview is not about assessing their abilities but rather facilitating a meaningful exchange to help both parties evaluate fit.
5. Encourage Reflection After the reverse interview, invite candidates to share their thoughts and follow-up questions. This approach gives them time to reflect and engage at a deeper level, beyond the often stressful confines of a traditional interview.
6. Candidate profiling Although not strictly part of the reverse interview process, consider profiling tools to ensure that the candidate also matches the culture and work styles of the organisation and the role of the position. At TAB we use the DISC profiling tool to assess fit for current staff and recruit new staff members.

Why Consider Reverse Interviews?

As businesses strive to reduce turnover and improve hiring outcomes, reverse interviews offer a valuable opportunity to connect with candidates on a deeper level. This innovative approach encourages transparency, fosters trust, and helps identify talent that aligns with your organisation’s long-term goals.

It’s time to rethink the hiring process—reverse interviews might be the game-changer your organization needs.

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Out-of-the-Box Strategies for Achieving Goals, Building Habits, and Fulfilling New Year’s Resolutions

It is a new year and with that comes goal setting for your business and New Year’s resolutions. When it comes to setting and achieving goals, forming habits, or sticking to New Year’s resolutions, traditional methods often fall short due to their rigidity or lack of personalization. Here are some innovative, out-of-the-box strategies to help you succeed:

1. Micro-Goals with a Gamification Twist

Instead of focusing on large, intimidating goals, break them into micro-goals and incorporate gamification. Create a point system or reward structure for every milestone. Apps like Habitica turn goals into a role-playing game, making progress feel rewarding and engaging. By turning habit formation into a game, you sustain motivation and track progress in an enjoyable way.

2. Build Goals Around Your Energy Cycles

Many people set goals without considering their natural energy patterns. Instead, align tasks with your circadian rhythm. For example, plan creative activities when your energy peaks (often in the morning) and routine tasks during low-energy times. This approach maximizes productivity and reduces burnout.

3. The “Second Choice” Rule

When tempted to indulge in distractions or unhealthy habits, implement the “second choice” rule. For instance, if your first choice is skipping the gym, your second choice could be a short at-home workout. This mindset removes the pressure of perfection and keeps you moving forward.

4. Habit Stacking with a Twist

“Habit stacking,” popularized by James Clear’s Atomic Habits, involves linking a new habit to an existing one. Take this a step further by attaching your habit stack to an emotion or a meaningful event. For example, after feeling stressed, use that moment to practice deep breathing or mindfulness, creating a positive trigger-response cycle.

5. The “Anti-Bucket List” Approach

Instead of focusing solely on what you want to achieve, create an “anti-bucket list” of habits, beliefs, or actions you want to eliminate. This reverse strategy helps you identify and address behaviours holding you back, creating space for positive growth.

6. Use Visualization in Reverse

Visualization is often used to picture success, but you can supercharge it by visualizing obstacles and planning how to overcome them. This technique, called “mental contrasting,” combines positive thinking with proactive problem-solving, increasing your chances of achieving your goals.

7. The “90% Rule” for Decisions

Apply the “90% rule” when making choices: If something doesn’t excite you to 90% or higher, say no. This eliminates distractions, helping you focus energy on goals that truly matter, thus increasing the likelihood of success.

8. Social Accountability with a Twist

Traditional accountability partners work, but add an unusual stake to the arrangement. For example, pledge to donate to a cause you dislike if you fail. This emotional motivator leverages loss aversion to drive commitment.

9. Practice “Identity-Based Goal Setting”

Instead of focusing on what you want to achieve, concentrate on who you want to become. For example, instead of saying, “I want to run a marathon,” identify as a runner. Shaping your identity makes habits and goals feel intrinsic, increasing their sustainability.

10. Celebrate “Unsexy” Wins

It’s easy to celebrate milestones, but progress often hinges on mundane, repetitive actions. Acknowledge and reward yourself for the small, unglamorous steps, like sending an email or prepping meals, to sustain momentum.

By using these creative approaches, you can reframe goal-setting and habit formation, making the process both achievable and enjoyable.

Last month’s most popular LinkedIn post:

?? Monthly Peer Board Highlights ?? At our monthly peer board meetings with business owners and executives, we always conclude by reflecting on and sharing our key takeaways. Here are some of the standout insights from a recent session:

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