The Transformative Power of a Great Interview

I’ve seen some terrible interviews.

The worst ones? They’re a mix of unpreparedness on both sides and a hiring manager who doesn’t really understand what qualities make someone successful in the role. It’s like watching an accountant try to hire a graphic designer—clearly not a good fit.

But then, there are those great interviews. The ones where the conversation flows naturally, and it’s not just about whether someone can do the job. It’s about really understanding each other, where both sides start to picture themselves working together.

To get there, you’ve got to do more than just show up. The real magic happens when both of you are fully present, invested in the conversation, and genuinely interested in each other. That means setting the right tone, opening up the dialogue, and giving each other the space to see how you might work together.

Building Rapport

The first, and maybe the most important, part of any interview is building rapport. There are a lot of ways to do this—some people like to start with small talk, others find common ground or show enthusiasm for the candidate’s experience. But I’ve found that the most effective way is to focus on understanding how the person across from you sees the world—and then showing them that you care about what they’re thinking.

Now, I know this can be easier said than done, especially when you’ve got a dozen other things on your mind. But it really comes down to showing them that you see them as valuable.

When you’ve got that connection, you’ll start to notice a shift. The candidate will begin to open up, their answers will become more thoughtful, more nuanced. They’ll stop trying to tell you what they think you want to hear and start showing you who they really are. You’ll see how they evaluate situations, how they motivate themselves and others, and how they think they can make a meaningful contribution to your business.

Evaluating the Candidate’s Fit

Once you’ve built that rapport and peeled back the layers, it’s time to figure out if they’re the right fit for your business. This isn’t just about whether they can do the job—it’s about whether they can thrive in your environment and contribute to your goals.

Here are Some Key Traits to Focus on During That First Meeting

• Operational Experience: Start by understanding the candidate’s scope of responsibility in their previous roles. What types of operations have they worked in, and what did they learn there? It’s important to evaluate how closely their experience aligns with your operations and how successful they were in those roles.
• Back Office and Financial Acumen: It’s crucial to gauge their involvement with back-office systems and financial responsibilities. Were they simply using existing systems, or did they play a role in building or implementing new ones? This insight can reveal their ability to manage the essential, often unseen aspects of running a business.
• Leadership and Strategic Insight: Dig into how they’ve led teams and managed projects. How do they balance strategy with day-to-day tactics? How do they view their role as a leader? Look for someone who can inspire others and align with the broader goals of the business.
• Problem-Solving Ability: Handling unpredictable situations is a key part of any role, especially in hospitality. Ask about specific instances where they identified critical issues and made impactful decisions. This will help you assess their resourcefulness and decisiveness under pressure.
• Unique Skills: What sets this candidate apart? Whether it’s specialized training, innovative thinking, or a unique approach to challenges, focus on those extra qualities that could add real value to your team.
• Passion and Drive: Passion is often what separates good from great. Look for candidates who are genuinely enthusiastic about their work, motivated to excel, and eager to make a meaningful contribution to your business.

Bringing It All Together

Evaluating fit isn’t easy. It’s part art, part intuitive calculus, and all wrapped in the complexities of human emotion. And to make it even trickier, the culture of your business is a moving target—constantly shifting as new personalities join and dynamics evolve.

Your Business Is Different

Every business has its own unique culture and needs. If you’re looking to find the right talent for your team, let’s connect. It’s always valuable to discuss goals and challenges and explore how to identify the qualities that will drive success in your organization.

Book a Meeting with Brad Brooks — Crowsnest Recruiting