The traditional dynamic of job interviews is changing. It’s no longer just about assessing candidates. Today’s top talent is evaluating you too. In competitive markets, candidates are not only looking for a job; they’re looking for the right fit. And in the final stages of the process, many will come prepared with thoughtful, even challenging questions of their own. This is what’s known as the "reverse interview."
For hiring managers and interviewers, this means being prepared not just to ask questions, but to answer them clearly, honestly, and confidently. The way you respond can have a direct impact on a candidate’s perception of your organisation and whether they ultimately accept your offer.
Here’s how to prepare for the reverse interview and turn it into a moment of connection and credibility.
1. Understand What Candidates Want to Know
Today’s candidates are curious, informed, and selective. They often want to understand more than just the job description. They’re evaluating the company's culture, stability, vision, and the kind of leadership they would be reporting to. Expect questions about team dynamics, long-term growth, company values, and leadership style.
Tip: Revisit your own reasons for joining the company and what keeps you there. Candidates value genuine, personal insights more than scripted answers.
2. Anticipate the Most Common Candidate Questions
Many candidates will have researched online guides about what to ask during interviews. Be ready to answer questions like:
- Could you describe what a typical day might look like in this role?
- What are your expectations for this role in the first 30, 60, and 90 days?
- Why is this position important to the company’s success?
- What challenges is the team currently facing?
- Who are the people I’ll be working most closely with?
- What kind of training and onboarding should I expect in the first few weeks?
- How would you describe your management style?
- What’s your favourite part about working here?
- What are the next steps in the hiring process?
Tip: Avoid generic answers. Be specific and transparent. If you don’t have an answer on the spot, don’t bluff. Offer to follow up after confirming the right information.
3. Be Honest About Challenges
Candidates appreciate transparency. Sugar-coating problems or avoiding difficult topics can come across as evasive. If there are known departmental challenges—be it communication gaps, resource constraints, or recent changes—address them directly. Candidates often want to understand not just what the job is, but how they can make an impact.
Tip: Frame challenges as opportunities. Let the candidate know how their role could help solve or improve the situation.
4. Showcase Culture and Values Through Real Examples
Instead of listing values or perks, speak to your real experiences. Share stories that reflect the team culture, leadership mindset, and what day-to-day life at the company feels like. Candidates are evaluating whether this is a place where they can see themselves grow, thrive, and belong.
Tip: Talk about recent team initiatives, learning opportunities, or a moment when company culture made a difference.
5. Clarify the Process and Next Steps
Don’t leave candidates guessing. When asked about what comes next, provide a clear outline of the remaining steps, timelines, and who will be involved. Clarity at this stage builds trust and shows you take their time seriously.
Tip: If decisions require input from others, let candidates know. Set expectations for when they can expect an update, and stick to it.
6. Prepare Like They Do
Just as you expect candidates to prepare, you should do the same. Review the role thoroughly, be familiar with the candidate’s profile, and have your talking points ready. The best interviews are two-way conversations built on preparation and mutual respect.
Tip: Ask yourself: "If I were the candidate, what would I want to know about this job, this company, and this team?"
Final Thought
The reverse interview isn’t a trend, it’s the new norm. And it’s a powerful opportunity to demonstrate authenticity, leadership, and alignment. When candidates ask thoughtful questions, they’re not just being polite. They’re testing whether your company is worth committing to.
So, when it’s your turn to be in the hot seat, don’t just sell the role. Show them why working with you is a step forward in their career.
Prepare. Be honest. And take their questions as seriously as they take yours.