How to get at the real candidate in an interview 

Getting a candidate to move past rehearsed answers requires building rapport and shifting the dynamic from an interrogation to a conversation. Here are 10 tips to help candidates open up.

1. Lead with the “Why,” Not Just the “What” – Instead of asking what they did in a situation, ask why they chose that specific path. This shifts the focus from a practiced narrative to their personal logic and values.
2. The Power of the Strategic Pause – After a candidate finishes an answer, wait two or three seconds before responding. People often fill silence with extra details or reflections that weren’t part of their “script.”
3. Use “Low-Stakes” Icebreakers – Start with questions about their professional interests or a recent project they enjoyed before diving into heavy behavioral questions. A relaxed candidate is a more honest one.
4. Adopt a Collaborative Seating Arrangement – If possible, sit at a round table or adjacent to the candidate rather than directly across from them. Removing the physical barrier of a large desk can lower their defensive “interview mode.”
5. Share a Challenge First – Briefly mention a common challenge your team faces. When you show vulnerability or acknowledge that the role isn’t perfect, the candidate feels safer admitting their own areas for growth.
6. Ask for a “Do-Over” – Ask, “If you could go back to a specific project and change one decision, what would it be?” This framed transparency allows them to discuss mistakes without feeling like they are “failing” the question.
7. Mirror Their Energy – Subtly matching a candidate’s tone and body language creates a sense of subconscious familiarity, making them feel more understood and comfortable sharing genuine thoughts.
8. Avoid Leading Questions – Instead of asking, “Do you work well under pressure?” (which has an obvious “correct” answer), try, “Tell me about a time you felt overwhelmed by your workload.”
9. Ask About the “Lessons Learned” – Follow up any success story by asking what they learned from the experience. It forces them to reflect on the process rather than just the result.
10. Validate Their Responses – Use verbal cues like “That makes sense” or “I can see why you’d take that approach.” When a candidate feels validated, they are less likely to “filter” their subsequent answers to please you.