Less grilling, more genuine conversation!

A lot of interviews still follow the traditional structure: hiring manager fires off questions, candidate answers, then maybe gets a few minutes at the end to ask their own. But I often suggest a small shift to my clients that makes a big difference:

Let the candidate ask the first question.

Start with Curiosity

Instead of jumping straight into assessment mode, try opening with:
“Before we dive in, is there anything you’d like to ask about the company, role or the team?”

It might seem like a small gesture, but it changes the tone straight away. You’re showing that this is a two-way conversation, not just a box-ticking exercise.

More importantly, it helps the candidate relax. When they feel comfortable early on, they’re more likely to show their true personality and give you a much clearer, more authentic sense of who they are and how they think.

A Better Picture, for Everyone

This approach also gives insight into what the candidate genuinely cares about. Have they done their homework? What are they interested in? Do they ask about outcomes, team dynamics, or culture? That first question often says more than a polished answer ever could.

It also helps level the playing field, especially for candidates who might not shine in a rigid, formal interview but could be a brilliant fit in the actual role.

It’s Easy to Try

You’ll get better questions, better engagement, and usually a better conversation.

Final Thought

The interviews that go best often feel like proper conversations, not performances. Letting candidates lead with a question helps get you both there faster. And when people feel at ease, they show you more of who they really are, which is exactly what you want.