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In the chaos of 2020, I had one of those now-or-never moments. The world was shifting fast, and I could feel myself changing, too. Like so many others, I started rethinking what I wanted from my career. I had always been passionate about helping others grow professionally, but suddenly, I was the one figuring out my next steps. I wanted something that felt meaningful, fresh and more in line with my evolving goals.
That meant getting out there, building connections, and applying to roles that sparked curiosity and purpose. As a career educator, I was no stranger to the intricacies of the job market. I networked extensively and applied for numerous positions. Soon, the interview calls started rolling in, and I was on the other side of the table.
I quickly realized that even with all my experience helping others prepare for interviews, stepping into the candidate’s shoes was a whole new adventure. Each interview was a blend of anticipation and nerves. I found myself empathizing more deeply with jobseekers I had coached.
Multiple rounds of interviews often left me feeling exhausted and questioning my own abilities. This journey taught me just how essential it is for employers to create a more human and compassionate interview experience. Let’s dive into a few ways employers can do just that.
Before the interview
Provide questions in advance: Giving candidates the interview questions at least 12 hours before the interview helps them prepare and reduces anxiety. For the job I eventually landed, the hiring manager emailed the interview questions the day before. This gave me the chance to reflect, gather my thoughts calmly and ultimately perform at my best during the interview. This approach also helped me think more holistically about my experiences. I didn’t fear being caught off guard, and my sense of ease really came through during the interview.
Share accommodation options: Employers can proactively share examples of accommodations like flexible interview formats, additional time for tasks or accessible technology options. The company’s career webpage can outline the types of accommodations they offer. They can encourage candidates to reach out if they need any specific supports and even provide a dedicated contact person who can help them through the process. This kind of transparency and openness can make candidates feel much more comfortable and supported before they even step into the interview.
“I didn’t fear being caught off guard, and my sense of ease really came through during the interview.”
Provide a flexible schedule: Before an interview, one employer made scheduling super flexible by sending me a Calendly link. This allowed me to pick the interview time that worked best for me, which made the whole process feel a lot more accommodating and showed that they respected my time.
Provide a clear process overview: Sharing a clear breakdown of the interview stages helps set expectations and gives candidates a better sense of the overall process. This might include:
- providing a detailed interview timeline, explaining each step and what candidates can expect
- introducing the interview panel ahead of time, letting candidates know who they’ll be meeting and their roles
- An FAQ document that answers common questions about the process, helping candidates feel more prepared and confident
When I was invited for interviews and was provided with a clear overview of the process, it put me at ease. Knowing each step in advance and whom I would be meeting helped me feel more confident and prepared. It took away a lot of the anxiety, and I could focus on showcasing my skills instead of worrying about what might come next.
Ensure accessible interview spaces: Make sure that both virtual platforms and physical locations are accessible to everyone. This could include features like live captions for virtual interviews or barrier-free environments with inclusive signage, wayfinding maps and quiet waiting areas.
Personalized communication: Reach out to candidates with personalized messages, addressing them by name and showing genuine interest in their background.
During the interview
Break the ice: In one of my interviews, the hiring manager noticed from my resume that I love visiting farmers’ markets, and they brought it up at the start of our conversation. That little gesture made me feel comfortable and showed me that they genuinely cared about getting to know me.
Use chat feature to share questions: During virtual interviews, this gave me a chance to review and process questions in real time and develop a streamlined response.
Create space for thoughtful responses: Give candidates extra time to respond to interview questions so they don’t feel rushed. During one of my interviews, the hiring manager let me know at the beginning that it was OK for me to take a few moments to think before responding. This could also be done during timed tasks where candidates are allowed a bit more time without being penalized.
After the interview
Send a personalized thank-you note: A genuine message thanking shortlisted candidates for their time can go a long way in making them feel valued.
Share next steps and timelines: Let candidates know when they can expect to hear back, so they’re not left wondering.
Keep communication open: Encourage candidates to reach out if they have any questions, making them feel supported even after the interview is done.
Provide constructive feedback: Offering feedback, even if the candidate wasn’t selected, helps them grow and shows that you care about their development. After one of my interviews, the hiring manager provided incredibly constructive feedback. She sent me a Calendly link to set up a feedback call and we had a meaningful half-hour meeting. The very next interview I had, I landed the job!
Extend the relationship beyond the interview: Offer to connect candidates with resources or professional networks that could support their career journey.
Ask for feedback to improve the process: Invite candidates to share feedback on the interview process, showing that their opinions are valued.
My journey from career coach to jobseeker gave me a renewed appreciation for the emotional challenges candidates face. It reminded me that behind every resume is a real person navigating uncertainty, hope and growth. By making small, intentional changes, employers can create interview experiences that are not only more inclusive but also more human. And when that happens, everyone wins.
