Beyond the Questions: Building Better Interviews Together

by Montagu Group | Mar 3, 2025 | Employers, Montagu Group, Podcast Episode

In this episode, we explore the complexities of the interview process from both the candidate’s and client’s perspectives. We discuss the importance of starting the process early, the role of feedback in candidate growth, and the significance of intentional questioning. The conversation delves into the differences between behavioral and technical interviews, the need for cultural fit, and the challenges that arise during recruitment. The episode provides valuable insights for both job seekers and employers on creating a more effective and respectful hiring process.

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Beyond the Questions: Building Better Interviews Together

Introduction

Interviewing is a crucial part of the hiring process, both for candidates and employers. A well-structured interview can lead to better hiring decisions and a stronger workforce, while a poorly conducted interview can result in missed opportunities and wasted time. In this post, we delve into the key takeaways from the podcast episode Beyond the Questions: Building Better Interviews Together, covering everything from structuring an interview to avoiding common pitfalls.

The Importance of a Thoughtful Interview Process

The interview process begins long before a candidate walks into the room or joins a virtual meeting. It starts with the job advertisement and the way the employer presents the opportunity. The ad sets expectations and influences how candidates perceive the company. A well-crafted job posting that clearly outlines the responsibilities, qualifications, and company culture helps attract the right candidates while filtering out those who may not be a good fit.

From a candidate’s perspective, the interview process begins the moment they submit an application. Their resume serves as their introduction, and the interview is their opportunity to demonstrate their skills, experience, and cultural fit. For employers, this means that every touchpoint in the process, from scheduling the interview to providing timely feedback, matters in shaping the candidate’s experience.

Structuring an Effective Interview

A well-structured interview should balance technical and behavioral questions while providing candidates with a fair and consistent experience. This ensures that interviewers can accurately assess candidates and make informed hiring decisions. Here are some key elements to consider:

1. Define the Interview Format

Interviews can take many forms, from one-on-one meetings to panel interviews. In today’s hiring landscape, virtual interviews have become more common, adding another layer of complexity. Employers should determine:

Will the interview be in person or virtual?
Will it be a structured or unstructured format?
Who will be present in the interview?

2. Ask the Right Questions

Effective interview questions go beyond simple yes-or-no answers. Behavioral and technical questions should be tailored to assess key competencies required for the role. Here are a few examples:

Behavioral Question: “Can you describe a time when you had to handle a difficult customer? How did you resolve the situation?”
Technical Question: “Can you walk us through a complex project you’ve worked on? What challenges did you face and how did you overcome them?”

Behavioral questions provide insight into a candidate’s problem-solving abilities, interpersonal skills, and adaptability. Technical questions help assess their knowledge and experience in a particular field. Combining both allows employers to gain a holistic understanding of a candidate’s capabilities.

3. Standardize the Interview Process

To eliminate bias and create a fair hiring process, interviewers should use standardized questions for all candidates. This ensures consistency and allows hiring teams to compare candidates objectively. Additionally, using a scoring system can help quantify candidate responses and facilitate decision-making.

Avoiding Common Interview Mistakes

Even experienced hiring managers can make mistakes that negatively impact the interview process. Here are some common pitfalls and how to avoid them:

1. Poor Preparation

Employers should take time to review a candidate’s resume and application before the interview. A lack of preparation can make candidates feel undervalued and can result in a disjointed interview. Similarly, candidates should research the company, understand the job description, and prepare thoughtful questions to ask the employer.

2. Lack of Clear Communication

Clear and timely communication is crucial. Employers should provide candidates with details on the interview format, expected duration, and any required materials. Candidates should confirm their availability and notify interviewers promptly if they encounter scheduling conflicts.

3. Bias in Hiring Decisions

Unconscious bias can affect hiring decisions, leading to missed opportunities for talented candidates. Common biases include:

Affinity Bias: Preferring candidates who share similar backgrounds or interests.
Confirmation Bias: Seeking information that confirms preexisting beliefs about a candidate.
Halo Effect: Allowing one positive trait to overshadow other factors.

To mitigate bias, interviewers should focus on objective criteria and use structured evaluation methods.

4. Not Providing Feedback

Candidates invest time and effort in interviews, and a lack of feedback can leave them with a negative impression of the company. Providing constructive feedback, even to those who are not selected, helps maintain a positive employer brand and ensures candidates have a valuable learning experience.

The Role of Company Culture in Hiring

Culture fit is a key consideration in hiring, but it should not be the only factor. While it’s important to hire candidates who align with company values, diversity of thought and experience can bring fresh perspectives and drive innovation.

Some companies prioritize hiring for potential rather than just existing skills. This approach involves selecting candidates based on their ability to learn and grow rather than solely on their current qualifications. A well-rounded hiring strategy considers both cultural fit and the unique strengths that a candidate can bring to the team.

The Candidate Experience Matters

A positive interview experience can significantly impact a candidate’s perception of a company. Even if they don’t get the job, a respectful and well-organized process encourages candidates to speak positively about the company, improving its reputation in the job market.

To create a great candidate experience:

Ensure timely scheduling: Avoid unnecessary delays between interview stages.
Respect the candidate’s time: Stick to scheduled interview durations and provide updates promptly.
Be transparent about the process: Let candidates know what to expect at each stage.
Follow up with feedback: Offer constructive insights to unsuccessful candidates.

Final Thoughts

Interviewing is both an art and a science. By structuring interviews effectively, asking the right questions, avoiding common pitfalls, and fostering a positive candidate experience, employers can build stronger teams and improve their hiring outcomes. Candidates, in turn, should approach interviews with preparation, professionalism, and a willingness to engage in meaningful dialogue.

Ultimately, the hiring process is a two-way street. Both employers and candidates play a role in ensuring interviews are productive and mutually beneficial. By going beyond the standard questions and embracing a thoughtful approach to interviewing, organizations can attract top talent and create a thriving workplace culture.

Show Notes

Episode Title: Beyond the Questions: Building Better Interviews Together
Hosts: Tayla & Suki from Montagu Group
Topics Covered:
- The importance of structuring interviews effectively
- Balancing technical and behavioral questions
- Avoiding common interview mistakes
- Ensuring a positive candidate experience
- The role of company culture in hiring

Key Takeaways

The interview process begins with the job advertisement and continues through every stage of candidate interaction.
Standardized interview formats and questions help create a fair and consistent hiring process.
Avoiding bias, ensuring clear communication, and providing timely feedback are critical to a successful interview experience.
Hiring for potential, rather than just existing skills, can lead to more diverse and dynamic teams.
A positive candidate experience strengthens employer branding and attracts top talent.

If you have a burning topic you’d like to discuss, don’t hesitate to reach out at hello@montagu.com.au.

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Future-Proof Hiring: Balancing AI with the Human Touch

by Montagu Group | Feb 12, 2025 | Candidates, Employers, Montagu Group, Podcast Episode

In this episode, we explore Future-Proof Hiring: Balancing AI with the Human Touch – the rise of video interviewing—particularly asynchronous interviews—and how they are reshaping the hiring landscape. From streamlining recruitment to potential pitfalls, we discuss how AI is influencing hiring decisions and why intentionality in interview design is key. Our conversation highlights the importance of maintaining human connection in an increasingly automated process and how recruiters can leverage these tools effectively without losing the personal touch. Whether you’re a hiring manager or a job seeker, this episode provides insights into the future of recruitment and the evolving role of technology in shaping candidate experiences.

Future-Proof Hiring: Balancing AI with the Human Touch

Introduction

Asynchronous video interviewing is rapidly transforming the hiring landscape, streamlining recruitment processes while raising concerns about personal connection and candidate experience. While traditional resumes and phone screenings are still prevalent, many companies are shifting toward video-based applications to filter out unsuitable candidates early on.

But is asynchronous video interviewing the future of recruitment, or does it alienate candidates? In this post, we’ll explore the advantages, drawbacks, and best practices of this technology. We’ll also discuss how AI-driven automation is shaping the recruitment process and what that means for job seekers and employers alike.

What is Asynchronous Video Interviewing?

Asynchronous video interviewing allows job candidates to respond to pre-recorded questions via video instead of submitting a resume or engaging in a live interview. Candidates receive a set time to read a question and another set time to record their response. Recruiters then review these videos at their convenience to shortlist the best applicants.

This method is becoming more widespread as AI advances, with companies aiming to automate initial screening phases while still gaining insights into candidates’ communication skills, confidence, and expertise.

Why is Asynchronous Video Interviewing Gaining Popularity?

Several factors contribute to the increasing use of asynchronous video interviews in recruitment:

1. Efficiency for Recruiters

Recruiters often receive hundreds of applications for a single position. Traditional resume screening and phone interviews are time-consuming. Video responses allow recruiters to quickly assess candidates without scheduling calls or spending hours reading applications.

2. Eliminates AI-Generated Resumes

With AI tools capable of generating resumes tailored to job descriptions, hiring managers struggle to differentiate between genuine candidates and those leveraging AI to enhance their applications. A video-based application ensures the candidate can articulate their experience and skills rather than relying on a perfectly crafted document.

3. Better Candidate Assessment

Some roles, particularly customer-facing positions, require excellent communication skills. A video interview provides insights into a candidate’s tone, personality, and confidence—factors that a resume alone cannot convey.

4. Scalability for High-Volume Hiring

Organizations like Australia Post, Qantas, and Jetstar use video interviews to efficiently screen large numbers of applicants. For seasonal, temporary, or entry-level positions, it provides a practical way to process applications without extensive manpower.

5. Flexibility for Candidates and Employers

Candidates can record responses at their convenience, and recruiters can review submissions at any time. This flexibility reduces scheduling conflicts and allows for a more diverse applicant pool.

The Downsides of Asynchronous Video Interviewing

While video interviewing offers clear advantages, it also comes with challenges, particularly from the candidate’s perspective.

1. Lack of Human Interaction

One major criticism is the lack of real-time engagement. Speaking into a camera without a recruiter present can feel impersonal and awkward. Many candidates appreciate the opportunity to clarify questions or build rapport with interviewers—something that video applications don’t allow.

2. Disadvantage for Socially Anxious or Neurodivergent Candidates

Not everyone excels at speaking on the spot. Candidates who struggle with social cues or public speaking may find the process nerve-wracking, even if they are highly qualified. This is particularly relevant in tech and engineering roles, where written and analytical skills may outweigh verbal communication abilities.

3. Bias in Appearance-Based Hiring

Unlike traditional resumes, video interviews reveal a candidate’s age, gender, and other physical characteristics upfront, potentially introducing unconscious bias. Industries that emphasize appearance, such as aviation, have historically required candidates to submit photos, raising concerns about discrimination in hiring practices.

4. Potential for Misinterpretation

In a live interview, candidates can ask for clarification or receive feedback. In contrast, a one-way video interview leaves no room for dialogue, potentially leading to misunderstandings if a candidate misinterprets a question.

5. Increased Candidate Effort with No Guaranteed Feedback

Recording responses takes time, preparation, and effort. Without proper follow-up, candidates may feel their efforts are wasted if they don’t receive feedback or acknowledgment.

Best Practices for Companies Using Video Interviews

If your company is considering asynchronous video interviews, here are some best practices to ensure a fair and effective process:

1. Be Intentional with Questions

Avoid generic or ambiguous questions. Craft precise, structured prompts that guide candidates to provide relevant information. Testing the questions on existing employees can help ensure they elicit useful responses.

2. Acknowledge All Candidates

Make sure every applicant receives an update on their application status. A simple “Thank you for your time, but we are moving forward with other candidates” email can enhance your company’s reputation and candidate experience.

3. Ensure Accessibility

Consider neurodiverse applicants by allowing retries, providing clear instructions, and offering alternative interview formats if requested.

4. Balance Automation with Human Touch

While video interviews can streamline processes, they should not replace human connection entirely. Follow up with a personalized interview for shortlisted candidates to build trust and engagement.

5. Use AI Ethically

AI is increasingly being used to analyze candidates’ tone, facial expressions, and speech patterns. If using such tools, ensure that AI-assisted decision-making does not reinforce biases or unfairly exclude candidates.

The Future of AI in Recruitment

With AI evolving rapidly, we may soon see AI-powered virtual interviewers that simulate human conversations or analyze micro-expressions to predict candidate suitability. Automated tools may also refine job matching, flag inconsistencies, and provide real-time feedback on candidate responses.

However, these advancements come with ethical considerations. Companies must ensure that AI remains a tool, not a replacement for human judgment. Maintaining a balance between technology and human interaction will be crucial in shaping the future of recruitment.

Conclusion

Asynchronous video interviewing is reshaping the hiring process, offering efficiency and deeper candidate insights. However, it also poses challenges, from impersonal interactions to potential biases. Companies adopting this technology must use it wisely, maintain fairness, and balance automation with human engagement.

Whether you’re an employer or job seeker, understanding the nuances of this evolving hiring method will help you navigate the recruitment landscape more effectively.