Top Tips to Make an Interview More Subjective and Personal

The interview process is typically designed to be as objective and standardized as possible, ensuring fair evaluation across candidates. However, there are times when adding a subjective element can reveal unique strengths, personality fit, and deeper motivations, especially for roles that require strong interpersonal skills or creativity. Here are some tips to bring more subjective insights into your interviews while maintaining fairness.

1. Personalize Your Questions

Move beyond generic interview questions and focus on personalized ones that connect with the candidate’s past experiences. Instead of "Tell me about a time you handled a challenging project," try something like, "I noticed you managed a high-stakes launch at [Company X]—what approach did you take to manage stakeholder expectations?" This personal approach encourages candidates to share stories that matter most to them, which often reveals their authentic selves.

2. Encourage Storytelling

Storytelling provides deeper insights into a candidate's thought process, values, and personality. Ask open-ended questions that invite narratives, such as, "Can you tell me about a project that meant a lot to you and why?" or "What’s one professional experience that truly shaped you?" Allow candidates the time and space to share their stories, and listen for qualities like resilience, creativity, and empathy.

3. Focus on Motivations, Not Just Skills

Understanding why a candidate made certain career choices or took specific actions can be telling. Questions like "What’s been the most fulfilling part of your career journey so far?" or "What drives you in your work?" can help you understand a candidate's intrinsic motivations and values. Such insights can be critical, especially in roles where cultural fit or passion is as important as technical ability.

4. Get a Sense of Their Future Vision

To uncover a candidate’s aspirations and how they align with your company, ask questions like, "How would you like to see yourself growing in the next few years?" or "What kind of projects or challenges excite you most?" This shows not just their ambition but how well they’ve thought about the role within the context of their career path.

5. Observe Non-Verbal Cues

While body language should never outweigh skills and experience, non-verbal cues sometimes hint at a candidate’s comfort level, enthusiasm, or confidence. Look for moments when their eyes light up discussing a topic, or when they lean forward, showing engagement. These observations can sometimes add valuable context to their verbal responses, particularly when discussing personal or passionate topics.

6. Allow for Flexibility in the Conversation

One way to gauge a candidate’s character and interpersonal style is to let the interview flow more like a conversation. Instead of rigidly adhering to a set of questions, engage with their responses and ask follow-up questions based on their answers. This flexibility can reveal spontaneity, authenticity, and how well they handle less-structured conversations—a good indicator of adaptability.

7. Use Scenario-Based Discussions

Presenting candidates with hypothetical or real-life scenarios they might encounter on the job allows them to think aloud and express their approach. This style tests critical thinking and creativity and helps gauge if their approach aligns with the company’s culture and needs.

8. Give Insight into the Company’s Challenges

For higher-level or strategic roles, giving candidates insight into current or anticipated challenges within the company can prompt them to share ideas and strategies that reveal their unique perspectives. Ask, "What would be your approach to tackling [challenge] if you joined our team?" This can help surface candidates who think beyond the job description and bring a unique problem-solving mindset.

Conclusion

While objectivity is crucial in interviews, injecting a subjective element can help you see beyond a candidate's resume. By focusing on personalized questions, storytelling, and motivations, you can reveal the person behind the qualifications and make more holistic hiring decisions that benefit both the individual and the organization.