In today’s job market, it seems like interviews are fewer and farther betweeen. Many applicants submit dozens of applications without ever receiving a callback, and when interviews do happen, they often times feels rushed or impersonal. Because of that, the quality of the interview process has become even more important. Each interaction is a key opportunity for employers to assess not only a candidate’s skills but also their fit within the organization.
When I think back on my own experiences, I can’t say that I have had any truly bad experiences, but one does stand out different from the rest. My interview for my current workplace. It felt less like a formal evaluation and more like a casual conversation. We spent most of the time just chatting about my background, interests, who I am as an everyday person, and how I might fit into the team rather than going through a structured list of questions.
From an HR perspective, this conversational approach had both pros and cons. In terms of utility, it helped establish a comfortable environment that encouraged openness and authenticity. Research suggests that when candidates feel more at ease, they are more likely to share genuine insights about their abilities and personality, which can improve hiring decisions. However, from a reliability and validity standpoint, this type of interview can be less effective. Without standardized questions or scoring methods, it becomes difficult to ensure consistency or fairness across applicants.
If I could advise the employer, I would recommend balancing the relaxed tone with a structured interview format. Structured interviews, where every candidate is asked the same job-related questions and scored using clear criteria, usually lead to fairer and more accurate results. Mixing that structure with a more conversational style could make interviews feel more natural while still keeping the process consistent and effective.