Interviewing: My Journey on Both Sides of the Table

I have been involved in the interview and hiring process for both full-time positions and contractual roles across different company programs. The goal has been to create a positive and productive blended workforce for the business. This experience has given me a chance to reflect on what I have learned, helping me grow as a professional every day.

If you ask me about the best practices for interviews, I wouldn’t give a definite answer. There’s no single right way—everything depends on the situation. My thoughts here are not expert opinions but simply lessons from my experience as both an interviewer and an interviewee.

The Variability of Interview Approaches

Different companies have different approaches to interviews. Some provide structured training for interviewers, while others rely on experienced team members. Some companies follow a well-planned, structured approach, while others keep it open-ended and conversational. This makes it difficult for interviewees to prepare, as expectations vary depending on the company, role, and hiring style.

Companies with structured processes often provide stage-wise interview guidance. They may encourage candidates to use the STAR method (Situation, Task, Action, and Result) for both technical and behavioral questions. These companies look for candidates who align with their core values and emphasize data-driven answers. Others, however, value both data and intuition.

Some interviewers prefer clear, specific answers with work examples instead of generic statements like “we did this as a team.” Depending on how a candidate presents themselves, an interview might end in five minutes if the interviewer quickly makes a decision. Others take the full allotted time to ensure a fair opportunity. Some interviewers create a friendly environment before diving into the discussion, while others start evaluating immediately based on a structured framework.

Structured vs. Conversational Interviews

For structured interviews, candidates should prepare responses that reflect the company’s values. Those who struggle with on-the-spot responses can benefit from practicing their answers to make them clear and impactful. Some companies also conduct a “bar raiser” round, where an experienced interviewer from another team helps ensure an unbiased decision. In such cases, candidates might face deliberate pressure to test their composure and problem-solving skills, but never in a disrespectful way.

Other interviews are more casual, where interviewers assess strengths and weaknesses through natural conversations. These discussions often touch on industry trends and future challenges to evaluate a candidate’s thinking and decision-making. In such cases, honesty is key—if you know something, share your perspective; if you don’t, admit it. Interviewers often value transparency more than the correctness of an answer.

Regardless of the interview style, I have found that the best interviews happen when both sides are prepared. Interviewers should review the candidate’s resume beforehand, and candidates should research the job description, company profile, and values. This makes the conversation more meaningful and beneficial for both parties.

The Importance of Mutual Respect

A sense of superiority from either side is counterproductive. Interviewers should listen patiently before interrupting, allowing candidates to fully express themselves. Candidates, on the other hand, should take a moment to understand the question before answering. It’s perfectly fine to ask for clarification or take a moment to structure a thoughtful response—this shows maturity and confidence in handling ambiguity.

I have also noticed that some interviewers may try to correct candidates or give immediate feedback during the conversation. Meanwhile, some candidates tend to over-explain, going beyond what was asked. Both situations can create a negative impression.

Key Differences in Hiring Across Sectors

Having observed interview processes in both government and private organizations, I see a pattern: public sector companies focus more on knowledge, while private firms seek candidates with go-getter and an intrapreneurial mindset. However, exceptions exist depending on the role and job profile.

For fresh graduates, interviewers generally assess sincerity in academics and project work rather than industry knowledge, along with their openness to learning. For experienced professionals, it is crucial to validate their work experience by asking specific examples from past roles. Additionally, seasoned interviewers pay close attention to the questions candidates ask, as this often reflects their genuine interest in the role and company.

Candidates should not hesitate to ask insightful questions about the team’s dynamics and work culture. After all, workplace culture significantly impacts long-term success and job satisfaction.

Defining the Ideal Hiring Process

What defines the ideal hiring process? Some prioritize experience, while others value potential and intent. An experienced candidate may still struggle in execution, while someone with the right attitude can exceed expectations if given the right mentorship and opportunities.

Another key factor is recognizing that different roles require different skill sets. Some positions demand strong communication skills, while others prioritize problem-solving abilities. Certain roles require a balance of both, depending on the nature of the job and the team dynamics. Interviewers should tailor their evaluation criteria accordingly to ensure the right fit.

Ultimately, both interviewers and interviewees should be honest about expectations, roles, and skill sets. A transparent discussion benefits both sides, ensuring a win-win relationship for the candidate and the company.

In preparing for an interview, it’s essential for both the interviewee and interviewer to focus on the broader picture. The best outcomes arise when the interviewee truly follows their passion for the work offered, guided by self-reflection on their long-term career aspirations. This approach should be nurtured through honest, open discussions with the panel, rather than solely focusing on the offered remuneration or title. Similarly, the interviewer should emphasize the long-term professional growth of the candidate, aligning them with the company’s vision for sustained success. By doing so, they avoid the trap of merely addressing short-term gaps, fire-fighting role back-filling, or rushing to fill new roles due to capacity expansion. Instead, they focus on fostering a mutually beneficial relationship that ensures the candidate’s growth while aligning with the company’s strategic direction. This alignment cultivates lasting success and professional fulfillment for both parties. However, in real corporate world complexities, this approach is often overlooked in favor of more immediate, managerial goals, leaving the leadership aspect behind and missing the opportunity for true individual growth and success.

Beyond Hiring: Interviews as a Learning Experience

A good mentor plays a key role in career growth, helping professionals focus their efforts and knowledge toward meaningful achievements. True success goes beyond material rewards—it comes from purpose-driven work and continuous learning.

Knowledge is about knowing the right answer, but wisdom—developed through experience and mentorship—is about knowing when and how to apply it. Mentorship accelerates wisdom by sharing real-world lessons, guiding good decisions, and helping navigate challenges.

The interview process can become a learning experience where both interviewers and interviewees gain insights—interviewers refine their judgment, and interviewees gain valuable feedback and industry wisdom. When approached this way, interviews go beyond just selection; they become part of mentorship and professional growth.

So, should interviews be more than just a hiring process? I believe they should. They should be an opportunity to learn, reflect, and grow together.