What 118 Applicants Taught Me About Interviews (From Both Sides of the Table)

linnearader
Jun 10
5 min read

Last week I interviewed 19 people for the same position. One hundred and eighteen people applied. Getting from 118 to a manageable interview list took time, focus, and more than a few passes through a whole lot of resumes.

It got me thinking. About the process. About what makes someone stand out. About what hiring managers are really looking for and what applicants often miss. So whether you are on the applying side or the hiring side, this one is for you.

The Resume: Your First Impression

One hundred and eighteen applicants. One job. I went through every single resume at least twice, some of them four times, looking at how their experience lined up with what the role actually requires.

Here is the reality. This is not a highly specialized position. When a role is highly specialized, the technical requirements do the filtering for you. When it is more general, everything comes down to how well someone presents themselves on paper. And a lot of people are not doing themselves any favors.

If you are the applicant, pull up that job posting and read it carefully. Where does your experience overlap? Tailor your resume to that. Restructure it so the most relevant skills are front and center. You are not being dishonest. You are being smart. The resume is your one shot to get into the room.

"If you want them to take the time to select you, put in the effort and make them want to select you."

If you want them to take the time to select you, put in the effort and make them want to select you.

If you are the hiring manager, keep in mind that the resume is step one. It tells you about skills and knowledge. The interview is where you find out if they can actually do the work and if they are someone you can build something with.

The Interview: Show Me, Don't Just Tell Me

Interviews are fascinating. For the applicant, they are nerve-wracking, and it shows in all kinds of ways. Some people talk so fast they barely take a breath. Some say um more times than I can count in 20 minutes. Some go on way too long. Others are so brief you walk away with nothing.

Here is the mindset shift I want you to take into your next interview. It is not one-sided. Yes, they are sizing you up. But you are also sizing them up. This is just as much your chance to find out if this organization is a good fit for you. Walk in with that attitude and the nerves tend to settle. You stop performing and start having an actual conversation.

Now here is the big one. Answer their questions with specific examples. They do not want hypotheticals. They do not want to hear what you would do in a made-up situation. They want to know what you have actually done.

"Nobody would say they had a meltdown and cried in the bathroom. What tells me something is a real story."

Here is an example. If I ask how you handle unexpected changes to your day and you say, oh I just adjust and move on, well, I would sure hope so. That is what everyone says in an interview. Nobody would say they had a meltdown and cried in the bathroom. What tells me something is a real story.

A strong answer sounds more like this: One afternoon I was working through my normal tasks when I got a call about an emergency out on the road. I dropped what I was doing immediately. I confirmed 911 had been called, got the location, grabbed my safety vest, and headed out. On the way, I contacted the crew to make sure the scene was secured and called our liability carrier to make sure I was gathering the right information. After handling the situation, I came back, organized my notes and photos, filed the necessary reports, and then picked up where I left off. Flexibility is not just something I say I have. It is something I have had to use.

That answer tells me something real. It shows me how someone thinks, how they prioritize, and how they communicate under pressure. That is what I am listening for.

As a hiring manager, after every question or two, stop and ask yourself what that person actually just told you. Some candidates are engaging, warm, energetic, and say absolutely nothing of substance. Lots of words. No real content. Stay sharp and listen for the substance, not just the style.

Do Your Research Before You Walk In

If you want to work somewhere, look them up. Visit their website. Check their social media. Talk to people who have worked there or interacted with them. Know something about the organization before you sit down.

As an interviewer, when someone clearly has not done any research, that tells me something. At this point in the world, it takes seconds to pull up a website. If you cannot spend five minutes learning about the organization you are asking to join, what does that say about your initiative? Your interest?

"When a candidate references something they found on your website or asks a thoughtful question based on something they read, that stands out. It says they wanted this, not just any job."

On the flip side, when a candidate references something they found on your website or asks a thoughtful question based on something they read, that stands out. It says they wanted this, not just any job.

The Thank You Email: Do Not Skip It

Send the thank you email. I know it might feel unnecessary, but it matters. When an interviewer sits down with 19 people in a week, those conversations start to blend together. A thoughtful follow-up keeps you in the conversation after you have left the room.

And I mean thoughtful. Not a generic thank you for your time. Mention something specific from the interview. Ask a question that came to you afterward. Reiterate something you want them to remember about you. Put in the effort that shows you are still thinking about it even after you walked out the door.

As a hiring manager, pay attention to who sends them. It is not the only factor, but it is a signal. The people who follow up are often the people who follow through.

A Final Word on Hiring

Hiring is hard. Getting people to apply in the first place is sometimes the hardest part, and that is a whole different conversation. But if you have applicants to work with, the process matters.

The resume gets someone in the room. The interview is where the real decision gets made.

If you are the applicant: be specific, be genuine, and do the work before you walk in. Do not ramble, but do not be so brief that you leave them with nothing. The interview is your chance to prove you are the right person. Use it.

If you are the hiring manager: if you go through the full process and none of the candidates feel right, trust that. A warm body in the wrong role will cost you more in the long run than an open position will. Keep looking.

And to everyone who sat across from me this week, thank you. It takes courage to put yourself out there. I hope you land exactly where you are supposed to be.

Now I want to hear from you. What is your funniest or most memorable interview story, from either side of the table? Hit reply and tell me. I would love to laugh and learn with you.

As always, carry social kindness with you everywhere you go. The world needs you and your positive mindset!