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Industry Tips to Ace Interviews: Leaders Reveal Insider Information

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Industry Tips to Ace Interviews: Leaders Reveal Insider Information

With 71% of businesses struggling to find qualified candidates, the demand exists alright, but nailing interviews is just as crucial. 

This HR Spotlight article compiles tips from business leaders and HR professionals on three standout elements to impress in interviews. 

Experts emphasize preparation through company research, authentic attitude over polish, and specific examples to showcase impact. 

They highlight soft skills like dependability, outcome-focused answers, and closing strong by asking for the job. 

From trades to tech, these strategies—grounded in clarity, enthusiasm, and relevance—help candidates stand out, proving fit beyond resumes. 

Mastering these can turn interviews into offers, bridging the talent gap in competitive markets. 

Read on!

 Alex Schepis
CEO, Lightspeed Electrical

Here’s what I look for when someone walks into an interview at Lightspeed Electrical — or anywhere in the trades, really.

Show me you’re switched on. That doesn’t mean perfect answers — it means you’ve done your homework. You know what we do, you’ve read our site, and you can talk shop.

Don’t dress like you just rolled out of bed. I don’t expect a suit, but if you can’t respect the room enough to look sharp and clean, how can I trust you in front of a client?

Attitude over everything. Skills can be taught. Work ethic can’t. If you’re hungry, humble, and ready to learn, that gets my attention — every time.

Prep, Polish, Passionate Attitude

Alex Johnson
HR Manager, Man & Van Star

The three most important qualities that impress me in an interview are genuine enthusiasm, effective communication, and a problem-solving attitude.

I appreciate candidates who exhibit genuine interest in our business and express their motivation through concrete examples instead of general statements.

Being well-dressed and presenting yourself professionally in appearance matters, but no less important is your attitude; a positive, eager-to-learn attitude leaves a strong impression.

Also, I seek proof of critical thinking—how they tackle challenges or respond to surprise questions—since flexibility is crucial in our rapidly changing field.

For example, I once interviewed a candidate who didn’t merely respond to questions, but presented solutions to theoretical problems, demonstrating initiative and pragmatism.

When preparing, emphasize genuine enthusiasm, clearly articulate your thoughts, and be prepared to explain how you’ve addressed real-world problems; these factors distinguish you.

Enthusiasm, Clarity, Problem-Solving

Bill Dow
Owner, Dow Publishing

I have been interviewing for a long time, 30+ years actually and there are many tips I would give for candidate including:

Know the job description front and back. Many times, people don’t study the job description that well and I think that is wrong. I believe you need to know the job description inside and out, because most often they are written by HR and not the hiring manager, so there could be disconnects on the real work needed.

When you do that, you are well armed with the knowledge of what the JD says and you can formulate a lot from what they are expecting of you in the role. Study it as much as you study the company itself!

Do your research on the company. Go to LinkedIn to their company page, Google them, find out big events and talk to those big events. Don’t go overboard, but staying on top of what is happening helps you understand the company better.

Have questions for the end about the role and the company. Focus on what you don’t like and do like about the role, then ask questions and ask questions about the company itself. When you do that, they will understand you care enough to do your research.

Study JD, Research Company, Ask Questions

Michelle Schafer
Career Coach, Michelle Schafer Coaching

Provide a specific example for each question – even when not asked for one: Examples are the proof and evidence you have done your job well over the years. So if the question is “describe how you build relationships with external stakeholders”, provide insight into your general approach, then anchor your response with a STAR-framed example that showcases a time where you developed a strong relationship with an external stakeholder (note:- STAR = Situation, Task, Action and Result).

Research the company: Do your homework – look at the company website, see how they are represented in the news and talk to others who work there (or used to work there). When we ask “why do you want to work there”, be ready!

Ask insightful, strategic questions at the end: Questions like “what will be a key challenge for the successful candidate”, “how does the company demonstrate a commitment to work-life integration” or “what 3 words would people who report to you use to describe your leadership style?” are questions that can help you assess the opportunity for fit and show you are keen on the role.

Examples, Research, Insightful Questions

Mike Lyons
Chief HR Advisor, Seasoned Advice HR Services

Landing a healthcare role hinges on more than just qualifications. First off,projecting a positive attitude and high energy can be surprisingly impactful, often overshadowing minor shortcomings.

Secondly, prepare 3-5 compelling anecdotes from any stage of your life that highlight your drive, adaptability, and interpersonal abilities. These stories offer genuine insights into your character.

Finally, rehearsing your answers is key. Practice giving responses to standard interview questions, such as “tell me about yourself” and “describe a time you excelled in service.” Thorough preparation builds confidence and ensures you shine when it counts, ultimately increasing your chances of success in the competitive healthcare field.

Energy, Stories, Rehearsed Answers

Sari Honkala
Co-founder & Head of Performance Marketing, Glow Digital

When discussing your skills in an interview, make sure to connect them to real business outcomes. This helps demonstrate the impact of what you do. Many candidates struggle to sell themselves effectively because they don’t know how to highlight the value of their skills.

Be clear and concise in your answers. Practice common interview questions ahead of time. One question you can almost always expect is about your work history and your day-to-day responsibilities. It’s surprising how many candidates struggle to answer this clearly. Think of it as your elevator pitch. You should be able to describe what you do in 30 seconds with confidence and clarity.

Be honest. While your resume is in many ways a sales document, exaggeration can backfire. Nowadays, it’s common for candidates to use AI assistants when writing CVs and I don’t see that as a problem in itself. The problem is that sometimes these can contain outlandish claims about the candidate’s experience.

For example, if your resume says you “spearheaded the development of a new advertising campaign,” but your job title was ‘Intern’ and you worked in that role for two months, that’s definitely going to raise some eyebrows. If you can’t back up those claims during the interview, your chances of landing the role are likely slim.

Impact, Concise, Honest Claims

Andrea Hayley-Sankaran
Owner & Director, Lotuswood Organic Wellness Farm

When I’m interviewing someone to join our team at Lotuswood Organic Wellness Farm, I’m not looking for polished perfection — I’m looking for presence, purpose, and personality.
Show up grounded. We’re a farm. It’s nature-based. I want to see calm energy, not performative polish. How you walk in, breathe, and connect tells me a lot.

Know what lights you up. If you’re applying here just because it’s a job, I can tell. But if you talk about how working in fresh air or supporting meaningful celebrations excites you — now we’re talking.

Be real. I respect authenticity over slick answers. If you don’t know something, just say so. I value honesty and willingness to grow over experience alone.

Grounded, Purposeful, Authentic Presence

David Case
President, Advastar Group

Understand the company’s projects, clients, and focus, then reference those in your interview answers. Not only does this demonstrate that you’ve done your homework, but it also helps you to highlight why you’d be an ideal fit for this specific role and company. Before the interview, research the company and identify some major projects, areas of specialization, technologies used, reputation in the market, or aspects of their culture that you can refer to in your answers. When candidates do this, they always stand out in the right way.

Demonstrate the right soft skills. Dependability, work ethic, and teamwork are top of this list for the industries I work in. Stand-out candidates show these traits in multiple ways—through the career highlights in their resume, in how they answer interview questions, and by modeling these traits during the interview process, for instance by arriving for their interview on time and responding promptly to communications.

 Bring documents that verify your skill sets. It’s a smart move to bring copies of your resume, first of all. For those in design roles, it’s also valuable to bring your portfolio of past projects. In other roles, documents can take the form of certifications, trade licenses or qualifications, or safety records. Having these documents on-hand reinforces your suitability for the role and demonstrates a level of preparedness and professionalism that interviewers want to see.

Company Fit, Soft Skills, Documents

Gene Caballero
Co-Founder, GreenPal

My biggest tip I’d love to share with any candidate is to close the interview or essentially ask for the job.

Before I started my entrepreneurial journey, I worked as a sales manager for 7 years in a call center at a Fortune 50 tech company. I was also in charge of headcount for our division and have conducted hundreds of interviews.

The biggest mistake interviewers can make is not asking for the position. Especially in a sales environment, we want the interviewer to close the “proverbial sale” and ask for the job at the end of the interview. This is a mistake that many make when it comes to solidifying themselves as a front-runner for a position.

Interviewees should ask this question at the end of the interview. “Based on your experience, what are some of the characteristics that successful individuals demonstrate in this position?”

The interviewer should then spout off a few of the characteristics they are looking for in their ideal candidate.

Then the interviewee should close the interview by responding: “Having talked about my strengths earlier in the interview and what you just described as needing to be successful in this role, is there a reason why you would not recommend me for this position?”

Close Interview, Ask for Job

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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How to Ace Your Interview: HR and Industry Insiders Spill Their Secrets

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How to Ace Your Interview: HR and Industry Insiders Spill Their Secrets

Securing a job in today’s cutthroat market hinges on two critical steps: a standout resume to land the interview and a stellar performance to seal the deal. 

But what makes a candidate truly unforgettable? 

It’s not just about showcasing achievements or a flawless work history. 

The real difference lies in the subtleties—your mindset, the questions you ask, and the behaviors that signal your potential. 

In this HR Spotlight article, we’ve gathered exclusive insights from top business leaders and HR experts who reveal the strategies and unspoken cues they prioritize. 

Discover how to move beyond standard advice and position yourself as an invaluable asset to any team.

Read on!

Tricia Harrison
Online Business Manager, VA Recruiter & Remote Work Strategist

In my world of VA placement and online business management, the candidates who stand out own three things: preparation, presence, and proactivity.

Preparation: I love when candidates come with clarity, not just about the role, but about how they uniquely solve founder pain points. Knowing my company and the value of remote operations is a huge green flag.

Presence: Whether it’s a polished Zoom background or confident body language, show me you take the interview and yourself seriously. Remote doesn’t mean relaxed.

Proactivity: Ask smart questions. Reference the systems or gaps you’re excited to help fix. Bonus points if you’ve already peeked at my brand and can reflect back how you’d support our mission.

In short? Don’t just apply, align.

Preparation, Presence, Proactivity Win Hiring

Darcy Bevelacqua
CEO, SuccessworksCx

3 Tips in preparing:

  • Read and understand our company values
  • Be up to date on the company news (website, quarterly reports, industry news, etc.)
  • Read and digest the job description so you understand what we expect and can talk about the job responsibilities in the job description and why we should consider your candidacy

What we would like to see in a candidate:

  • Has specific examples of how they’ve solved our problems in the past
  • Demonstrates they have a continuous learning mindset and are able to pivot when needed based on changing market conditions
  • Ask intelligent questions that show knowledge of our company and industry.
  • Demonstrates confidence
  • Is excited about our company and what we have to offer

Preparation and Mindset Win the Interview

Sheraz Ali
Founder, HARO Links Builder

Preparation is key.

Candidates who come prepared with questions about the company’s mission, recent success, and industry trends indicate they care and are ready to make a contribution.

In my experience, individuals with specific questions regarding the company’s direction and challenges are evidence of a true desire to contribute. The type of preparation is unusual but not forgotten.

Professional demeanor cannot be overstated. Studies have proven that first impressions are created in seven seconds, and job applicants who are professionally dressed, maintain good eye contact and are confident are always deemed more qualified and credible. Everything, even grooming and posture, speaks of discipline and respect for the opportunity.

Authenticity is the biggest differentiator. I am always attracted to those who respond to questions thoughtfully, provide true stories of triumph over adversity, and don’t hesitate to display their passion.

When a person allows their true self to be seen, it’s interesting and memorable.
“Ready, polished, and authentic-these are the qualities that can turn a candidate into a leader of the future.”

Be Ready, Polished, and Authentic to Win

Edward Hones
Founder, Hones Law

Be Prepared with Purposeful Stories

One of the most impressive things a candidate can bring to an interview is a well-thought-out story that connects their past experiences to the role they’re applying for.

At Hones Law, we represent people whose stories have often been dismissed or minimized, so we look for candidates who can tell a story clearly, confidently, and with emotional intelligence.

Whether you’re discussing a past conflict at work or how you handled a demanding client, your ability to convey the facts, reflect on the impact, and show what you learned tells us a lot about how you’ll show up for our clients.

Show Sincerity and a Grounded Commitment to Justice. We work in a field where authenticity matters just as much as credentials.

I look for candidates who are genuinely passionate about workers’ rights, not just those who say the right things, but those who’ve done something about it. Whether it’s volunteering, organizing, or simply advocating for someone else in a tough situation, showing that you’re not just here for a paycheck but for a purpose will always stand out.

A calm, professional demeanor paired with a clear moral compass is the combination that catches my attention every time.

Purposeful Stories, Sincerity Win Interviews

Lilly Williams
Senior Recruiter, Greystones Group

Improve Your Interview Game

AI-Powered tools can now offer AI-driven mock interviews. These tools analyze your answers, body language, and tone of voice during mock interviews, providing feedback on how you can improve your performance. 

Some AI systems use machine learning to assess how your answers compare to successful candidates. They might provide feedback on how to improve your answers and offer suggestions on tone, pacing, and content. Tools like InterviewBuddy allow you to practice real-world interview scenarios with AI-powered feedback.

AI-Powered Mock Interviews Improve Performance

Paige Arnof-Fenn
Founder & CEO, Mavens & Moguls

I’ve interviewed candidates throughout my career from working in large companies, startups and now as an entrepreneur.

Given most people are working hybrid more, the skills I look for and questions I ask have shifted to reflect how fundamental soft skills like charisma/confidence can help you rise in the office environment, but when it comes to remote/hybrid work, groups value helpfulness/reliability over bluster/charm.

In a hybrid environment you want people who are independent/self-motivated/adaptable/flexible with strong communication skills.

The best marketers like asking lots of questions/are naturally curious, they listen for ways to help and share ideas.

A career in marketing/communications is about relevancy so every day you have to pay attention to pop culture/trends.

It’s critical to ask questions at the end of the interview to show you are interested/ambitious/have done your homework.

Many technical skills can be learned with training.

Cultural fit and attitude matter more now.

Remote Skills: Helpfulness Trumps Charm

Felicia Shakiba
CEO & Executive Coach, CPO PLAYBOOK

In interviews, I look for three things: intentional preparation, thoughtful presence, and role alignment over resume hype.

  • Preparation means more than Googling the company. Great candidates come in with insightful observations about the business and questions that show they’re already thinking like an insider.
  • Presence matters—especially in leadership or scaling environments. I look for composure, curiosity, and the ability to connect ideas clearly without overperforming.
  • Role alignment is crucial. The best candidates can articulate why this specific role is the right challenge for them at this exact moment—not just why they’re qualified.

“Great interviews aren’t performances—they’re shared diagnosis sessions. Candidates who lean into that mindset stand out.”

Intentional Preparation, Thoughtful Presence, Role Alignment

Mark Sanchez
Founder, Gator Rated

As the founder of Gator Rated, I regularly interview candidates for roles across our Florida real estate platform, so I’ve developed a clear sense of what makes someone stand out during interviews.

The most memorable candidates always do their homework—they not only know our company’s mission, but they reference specific features or recent projects that show they’ve dug deeper than a quick glance at our website.
Secondly, I value candidates who ask thoughtful questions that challenge the status quo or show curiosity about how our business works, rather than just waiting for instructions.

Third, authenticity goes a long way: I’m always drawn to those who admit what they don’t know but are excited to learn, rather than trying to appear perfect.

In my experience, these qualities signal long-term potential over just a polished interview performance.

Homework, Curiosity, Authenticity Win Interviews

Hayden Cohen
CEO, Hire With Near

Be honest: Our job is to place you in a job that’s going to be a good fit for your skills. If you try to make it sound like you have skills you don’t, or say you’re willing to take a job that won’t actually be a good fit for you, you’re hurting your chances.

Research your employer: The more knowledge you can show, the better this is going to go. The company’s website is essential reading, but look for social media and press coverage, and if you have a strong professional network, reach out to them to learn more.

Relax: If you overprepare or worry too much, they’re going to notice and it’s going to hurt your chances. If you’ve made it to the interview stage, you have the skills people are looking for. It’s just a matter of making a personal connection.

Honesty, Research, And Relaxing Win Interviews

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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Discover the latest HR Tips and trends with our weekly newsletters!

Win Over Your Interviewer: HR and Business Leaders Share Success Tips

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Win Over Your Interviewer: HR and Business Leaders Share Success Tips

Landing a job in today’s fiercely competitive market is a two-step process: a strong resume earns the interview, but the interview itself is where the offer is won.

Yet, what truly sets a great candidate apart from the rest?

The answer often lies beyond a list of impressive achievements or a polished work history.

It’s in the subtle cues—the mindset, the thoughtful questions, and the underlying behaviors that reveal a candidate’s true potential.

This HR Spotlight article brings together a wealth of insights from business executives and HR professionals.

They will pull back the curtain on the top strategies and hidden signals they look for, showing you how to move past generic advice and present yourself as a truly indispensable asset to any organization.

Read on!

Robin
Executive Coaching, SPO Branch

Curiosity, Authenticity, Passion Elevate Interview Impact

For me, the magic in interviews comes down to three things: curiosity, authenticity and unique personal energy or passion.

Curiosity shows me you’re invested and here to grow—not just land a job—and that you are genuinely interested in the industry and role you’re entering.

When it comes to authenticity, you don’t need to have all the answers (it’s more authentic NOT to have all the answers!), but being self-aware and clear about your strengths creates a strong impression.

And finally, the energy and passion that comes through indicates how you’ll elevate the team culture, engage quickly, and show growth potential.

Carr Lanphier
CEO, Improovy

Professionalism, Preparation, Positivity Shine in Trades

As someone working and with experience in the trades, my top three tips here would be to dress professionally, come prepared and organized, and be outgoing as possible.

Service jobs tend to be a little different in terms of expectations, as when I’m hiring I’m looking for people who are going to be great additions to my teams not only in skill and experience, but also in having a nice, trustworthy appearance and attitude for clients.

I do think that sometimes when people are interviewing for service industry or trades positions, they might not think that showing up looking professional is as important. But, this definitely stands out to me for that reason.

I’m always going to take a closer look at candidates who put in the time to show up dressed nicely, with all of their materials organized and prepared, who have clearly put some time and thought into preparing for the interview.

Matt Woodley
Founder, International Money Transfer

Curiosity, Clarity, Humility Win FX Interviews

At International MoneyTransfer, I’ve built a team that’s part analyst, part translator of complex FX systems, and all-in on user experience.

So when I’m interviewing someone, I look for people who bring more than a polished resume.

The first thing I notice is curiosity. If a candidate’s done their homework and can tell me where our live-rate calculator beats the big players, that gets my attention fast.

Second, I look for clarity of thought. We deal with concepts like mid-market rates and hidden FX spreads, so if someone can explain them without jargon, I know they understand them.

Lastly, I care about humility. One of our best hires admitted they didn’t know how to interpret a fee table, then showed how they learned it in a week and rewrote our guide.

That’s the mindset that wins here.

Alice Romero
Nanny, Governess & Founder, Nanny & Governess

Polished CVs with Relevant Experience, Education

The 3 things I would like to see are:

– No spelling or grammar mistakes

-No irrelevant jobs

-All their educational background

I own a recruitment agency for UHNW and royal families. I receive many CVs on a daily basis and something I spend a lot of time on is correcting mistakes, spelling mistakes are common, or even grammar mistakes. If candidates spent a few mins just getting their CV corrected either by AI or someone else they would save recruiters a lot of time.

Another thing is that sometimes I am interviewing for a nanny role and they have a role that is waitressing or something not relevant to the job, I am only interested in roles that are similar or in the industry.

Some candidates don’t include their studies and educational background and that is essential for sending a CV to a client. They should include their degrees, diplomas or any relevant qualification.

Sarah
Vice President of Talent Operations, TalentLab

Clarity, Preparation, Questions Elevate Interviews

Be Clear on Why You Want the Job: Have a well-thought-out answer for why you want the role.

Interviews often go smoothly until the candidate is asked this question and completely fumbles it. Many give the impression they haven’t seriously considered the position, as if they’re just going through the motions.

This comes across as unprepared and immature, and it can undermine your ability to negotiate. If you can’t articulate why you want the job, it’s hard to credibly ask for a higher salary or better benefits.

Prepare for Common Interview Questions: Most interviews, regardless of industry, include familiar questions, such as how you handle conflict or work with difficult stakeholders. Yet many candidates struggle to provide clear, structured answers. They either start mid-thought or dive into excessive background without addressing the question.

Take ownership of your preparation. Practice with a friend, partner, or family member, and rehearse concise, focused responses to common questions. A strong answer is clear and direct, leaving space for the interviewer to ask follow-ups if they want more detail.

Ask Thoughtful Questions: It’s common to hear employees say they felt misled about a role, but often, they didn’t ask any questions during the interview. This is your opportunity to vet the job as much as they’re vetting you.

Prepare thoughtful, realistic questions. Avoid overly broad or unanswerable ones like, “Are employees happy here?” Instead, ask what kind of culture the company is actively trying to build. Frame your questions professionally and with curiosity, not confrontation.

Chad Walding
Chief Culture Officer & Co-Founder, NativePath

Calm Presence, Wellness, Curiosity Impress Interviews

As a Doctor of Physical Therapy, and Certified Nutrition Specialist, I help guide how we build our team, and who we allow into our wellness driven culture.

I notice right away when someone enters the room calm, centered and present to what is happening in the space. You can’t imitate that kind of energy, because it shows that a person is taking care of themselves and is familiar with how they show up in the world.

Breathing exercises or movement—like a walk or short stretch—can change any nervous tension and transform it into grounded confidence.

I also appreciate it when a candidate shares their personal habits or routines, that reveal their wellness values and lifestyles, such as daily movement, whole food choices or reflecting in the morning sun.

Lastly, I prefer curiosity over perfection. A simple thoughtful question directed towards our mission or culture shows more awareness than a scripted elevator pitch.

Meyr Aviv
Founder & CEO, iMoving

Authenticity, Preparedness, Positivity Win Interviews

As the CEO of iMoving, I can share that candidates often overlook the power of authenticity during interviews; showing genuine passion for the moving industry can set you apart.

Additionally, I highly value preparedness—candidates should know our services inside and out, demonstrating proactive interest.

Finally, a positive attitude is crucial; resilience and adaptability reflect a candidate’s potential to thrive in our fast-paced environment.

These three elements not only catch my attention but also align with our company culture of innovation and teamwork. I’d love to discuss further insights on this topic!

Tracie Crites
Chief Marketing Officer, Heavy Equipment Appraisal

Preparation, Confidence, Attitude Shine in Interviews

Having interviewed countless candidates in my time, I’ve learned what truly makes a difference in an interview. Here are my top three tips for making a great impression:

First, do your homework. I love when candidates come prepared with knowledge about the company and its goals. This shows genuine interest and initiative.

Secondly, confidence is key, but it’s important not to overdo it. Be authentic and comfortable in your responses, showing that you’re self-assured yet humble will always stand out.

Finally, attitude is everything. A positive, can-do attitude makes a huge impact. I want to see someone who is eager to learn and grow, not just someone who has the right skills on paper.

These three things will help you leave a lasting impression and show you’re a good fit for both the role and the company culture.

Daniel Vasilevski
Owner & Director, Pro Electrical

Approach, Appearance, Attitude Win Trade Interviews

We handle a mix of residential and commercial electrical work across Sydney, and I’ve interviewed more tradies than I can count. I know straight away who’s going to fit on site and who’s not.

Approach, appearance, attitude, or that one element that is bound to catch your attention—mention the top 3 things you like to see in a candidate during an interview.”

Working at Pro Electrical, I need to make sure I find the best candidates for the position. After years of interviewing candidates, these are the three (3) tips I would like to share:

Approach: I like it when someone comes in and understands the kind of work we do. Talk me through a job you’ve done that’s relevant, maybe fault finding in an older home or rewiring a place with tight access. That tells me you’re not just ticking boxes, you’ve actually worked through problems and know how to think on the job. I want to hear how you work, not just what you’ve read.

Appearance: You don’t need to show up in dress shoes, but I should be able to picture you on site. Clean boots, neat shirts, maybe even your gear in those small things tell me you take pride in the trade. If you don’t care about how you show up to the interview, I doubt you’ll care about how you treat a client’s home. First impressions matter in this line of work.

Attitude: I respect someone honest about what they know and what they’re still learning. If you say you’ve had a go at something but want more training, that’s fine by me. What matters is that you’re willing to learn and not cutting corners just to get it done. Remember that calm, steady, and reliable always beats cocky and careless.

If you bring the right mindset, show up prepared, and take pride in your work, you’ll always have a shot with us.

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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Stand Out and Impress: Interview Tips From HR Pros and Business Leaders

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Stand Out and Impress: Interview Tips From HR Pros and Business Leaders

The modern job market is more competitive than ever, and while a strong resume gets your foot in the door, a standout interview is what lands the offer.

But what separates the good candidates from the truly great ones? It’s often not just about a list of accomplishments or a perfect resume.

It’s about the unspoken signals—the mindset, preparation, and subtle behaviors that demonstrate a candidate’s true value and potential.

This HR Spotlight article compiles invaluable insights from business leaders and HR professionals, revealing the top strategies and hidden elements they look for in a candidate.

From demonstrating a growth mindset to asking the right questions, these experts share how to go beyond the basics and present yourself as an indispensable asset to any organization.

Read on!

Irmgard Naudin ten Cate
Global Talent Attraction & Acquisition Leader, EY

Ace Interviews with Strategy and AI

Here are the quick tips to set candidates up for success in the job search and interview process.

Know your value and keep learning: Understand your strengths and what makes you unique. Employers are looking for skills, but also mindset and potential. Confidence in what you can bring to the table is key. Keep upskilling, stay curious and show that you’re willing to grow – whether that’s through learning, training, mentorship or hands-on experiences. In today’s workforce, soft skills like adaptability and decision-making are just as critical as technical experience and be sure to be able to share relevant examples.

Network with purpose: Your network is more powerful than you think. Connect with people, ask questions and open yourself to learning. Sometimes opportunities come from unexpected conversations. Continue asking thoughtful questions in the interviews so you can learn more.

Using AI is advised – if used responsibly: AI is a smart resource for your job search and to prepare for interviews. When used responsibly, AI can help candidates identify great roles. Use AI to immerse yourself in the company’s vision and values. Look for values that align with you and prepare for interviews by identifying anticipated questions.

Alexei Morgado
Realtor & CEO, Lexawise

Tech, Data, Resilience Win Interviews

Highlight technical competence: Show up with a professional digital portfolio on a laptop or tablet containing your finest listings, video tours, and AI-generated marketing materials—a showcase for the tech-savvy advantage Florida brokerages favor. Next, talking about how you utilize tools such as ChatGPT to generate client letters or automate proposals clinches the deal: it indicates that you understand how AI functions and leverage it for productivity.

Lead with Data-Driven Market Insight: Lead with hyper-local figures Florida’s single-family median sale price in December 2024: $415,000; how long it took them to list: approximately 70 days—they live and breathe them. Having a one-page visual of these figures is proof that you’re able to take information and boil it down into actionable information.

Show Resilience and Drive: Third, give an example of a specific experience when you rebounded from a fallen deal in last year’s slump and closed an even better one. This self-discipline and perseverance witness the resiliency that high-end brokerages value, demonstrating that you perform well when the market fluctuates.

Alexis Truskalo
Strategic Operations Partner, ConsciousHR

Empathy, Skills, Initiative Boost HR Success

An ideal candidate looking to break into the Human Resources field would be able to demonstrate strong interpersonal skills, clear communication and a genuine interest in people development and assistance. Personality-wise, it helps to have empathy, the ability to absorb chaos vs contributing to it, and be able to maintain confidentiality in many forms.

A foundational knowledge of HR principles such as: compliance, recruitment, people management, and employment relations is essential whether gained through education, certifications, or on-the-job experience. Generalists often have to have the administrative and payroll experience, or the ability to learn quickly when hired.

While experience may be limited, a candidate who shows initiative, a willingness to learn, a willingness to assist staff (often with repetition), and alignment with a company’s values and culture can stand out. Generally speaking, those with people-management skills or background: retail, store management, etc find a smooth transition into the Human Resources field.

Garrett Yamasaki
CEO, WeLoveDoodles

Solve, Empathize, Learn from Failure

Demonstrate cross-functional problem solving: I’ve seen engineers thrive by merging analog design principles with software workflows. Candidates who share examples like “I applied manufacturing QA tactics to debug cloud latency” stand out. Show how your niche skills solve unrelated problems, it signals adaptability.

Practice customer whispering: When hiring for WeLoveDoodles, I prioritize candidates who obsess over user pain points. One applicant redesigned a pet carrier’s latch after watching 50 TikTok reviews. Share how you’ve turned customer gripes into solutions. Bonus points for quoting specific feedback from the company’s Amazon reviews.

Use failure as fuel: At Broadcom, a chip design error cost me 3 months. I now value candidates who unpack failures and their rebound. Example: “My app crashed at launch, so I open-sourced the code and crowdsourced fixes.” Vulnerability + iteration = gold.

Dennis Shirshikov
Founder, Growth Limit

Prep, Clarity, Fit Win Finance Interviews

Here are a few hints on interview preparation for accounting or finance candidates specifically. Working closely with people in our profession, at all stages of their development, I’ve seen firsthand how certain qualities can set a candidate apart. Three elements are the ones that attract my attention on the interview in my case:

Preparation: A candidate’s power to convey knowledge about the company, its business or industry signals seriousness and engagement. It’s not just a matter of reading the company’s website — it’s about knowing the challenges the company faces, its competitors and the current state of the industry it’s in.

You can be a little bit brusque, because you have no time. A candidate who can clearly communicate what they are thinking without stumbling around to express their thoughts is communicating both competency and the capacity to positively influence others.

Cultural fit: Tech skills are most important to me, but I look for candidates who are a perfect cultural fit for the company. Enthusiasm, a willingness to pitch in and an ability to work in a change-oriented atmosphere are important ingredients in our scramble.

Kevin James Saunders
Global Learning & Performance, Oculus Training Group

Dress, Research, Showcase for HR Success

Dress to fit in: While it’s important to dress your best, consider the company’s culture. As a HR company, we appreciate a smart casual look. When a candidate mirrors our style, it’s easier for us to envision them fitting in.

Be Proactive: Ask questions and do research before the interview! Demonstrate to the interviewer that you understand the company’s mission, values, goals, and key team partners. By connecting your answers to the information you’ve prepared, you will show that you have done your homework and are ready for the opportunity.

Examples: Do you have case studies, data, social media posts, or other materials that demonstrate your abilities? Visual resources can be incredibly effective. Being able to present specific projects or data that highlight your results can have a significant impact, just like the experience listed on your resume. This approach will boost your confidence and affirm your competence in your abilities.

Matthew Goulart
Founder, Ignite Digital

Analyze, Reflect, Strategize for Marketing Success

Reverse-engineer our marketing before you walk in: The best candidates come in having run a technical SEO audit on our site or analyzed one of our ad funnels. When someone shows up with actual observations like, “I noticed your local SEO structure on service pages could benefit from internal linking to sublocations,” I’m all ears! You just proved you can do the job without being asked.

Cite failure with clarity: One thing I always ask is, “What’s a campaign you ran that didn’t work—and why?” I’m not looking for a sugar-coated answer. I want to know what brought you to your knees, how fast you pivoted, what you learned, and whether you blamed others or took ownership. Resilience beats perfection in this game.

Ask layered and intelligent questions, not lazy ones: “What’s the culture like?” is entry-level. As a candidate who wants to stick in your interviewer’s mind, ask “How does your team balance client success metrics with Google algorithm changes?”

It tells me you’re already thinking like a strategist under pressure—exactly what we need in digital marketing.

Monique Farmer
Founder & CEO, Avant Solutions

Impact, Alignment, Self-Awareness Win Interviews

Connect the Dots: It’s not enough to list achievements. I want to hear how your work moved the needle. Did your campaign drive engagement? Did your strategy shift public perception? Walk me through the why and the impact—not just the what.

Mirror the Mission: Show me you’ve done your homework. The most memorable candidates find a way to weave our mission and values into their answers. When you can speak to how your purpose aligns with our work, I know you’re not just looking for a job—you’re looking for this job.

Lead With Self-Awareness: Confidence is great, but what I’m really listening for is insight. Candidates who are honest about their growth edges—who can say, “Here’s where I’m strong, and here’s where I’m still learning”—earn my respect every time.

Nicole Martins Ferreira
Product Marketing Manager, Huntr

Connect, Smile, Relax for Interview Success

There are things to keep in mind in an interview. First, acknowledge every person in the call or room. Don’t choose to connect with one person and ice out another. Also, smile a lot as it helps you connect with people positively.

The last thing to remember is to relax your shoulders and make the conversation casual instead of formal; it’ll allow you to connect better with your hiring managers.

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

Recent Posts

Cracking the Industry Code: Resume Elements To Win Over Hiring Managers

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Cracking the Industry Code: Resume Elements To Win Over Hiring Managers

Job hunters today meticulously follow the universal resume advice—perfect formatting, strong action verbs, and clean, one-page layouts. 

Yet, countless qualified applicants still wonder why their resumes aren’t making it to the top of the pile.

The truth is, beyond the standard best practices, the elements that truly make a resume stand out are often unspoken and unique to a specific industry or even a company’s distinct culture. 

These are the subtle but powerful signals that show a candidate doesn’t just have the right skills, but truly understands the landscape they want to enter.

What are these hidden gems that hiring managers at top tech startups, creative agencies, and financial institutions really look for? 

To pull back the curtain, we turned to a panel of distinguished HR professionals and business leaders from across the globe. We asked them for their insider’s take:

“What is one element we can find or you look for in a candidate’s resume that is unique to your organization or industry?”

Their responses offer a rare glimpse into the mind of the hiring manager, providing invaluable, sector-specific advice for any professional looking to gain a true competitive edge in their job search.

Read on!

Margaret Buj
Principal Recruiter, Mixmax

Show You Can Move Fast, Learn Quickly, and Drive Measurable Outcomes

In the B2B SaaS and tech startup space, where I do most of my hiring, one standout element I look for is evidence of impact in high-growth or ambiguous environments.

It’s not just about the job title – it’s how someone delivered results when priorities were shifting, resources were limited, or structure was still evolving.

For example, I love seeing bullets like:

– “Launched new onboarding flow within 4 weeks of joining, increasing trial-to-paid conversion by 18%.”

– “Built reporting dashboards from scratch after Series A — provided weekly insights that shaped product roadmap.”

What sets candidates apart in this space isn’t just technical skill – it’s adaptability, ownership, and clarity of thinking under pressure. 

If their resume shows they can move fast, learn quickly, and drive measurable outcomes, they’re usually a great fit for the kinds of companies I recruit for.

Austin Benton
Marketing Consultant, Gotham Artists

Selling People, Not Products: Speaker Industry Insights

One thing I look for that most others overlook? Whether the candidate has ever sold a person. Not a product, not a service—a person.

In the speaker industry, you’re not pushing features or benefits; you’re convincing someone that this individual human is the right voice to hold a room of 2,000 executives. That’s a wildly different muscle.

So when I see experiences like “pitched talent to corporate buyers” or “secured paid placements for authors or experts,” that jumps off the page. It tells me they understand nuance, reputation risk, and how to package a human being as a business solution—which is the whole game in our world.

Arvind Rongala
CEO, Edstellar

Adaptable Learning Delivery: Key Corporate Training Differentiator

In the corporate training industry, one standout element often found in a candidate’s resume is demonstrable experience in customizing learning delivery for diverse enterprise environments—especially across different geographies, learning cultures, and tech ecosystems.

At Edstellar, this ability to adapt training content and delivery modes (instructor-led, blended, virtual, etc.) based on a client’s operational context is a key differentiator. It’s not just about subject matter expertise, but about knowing how to translate that knowledge into business impact through scalable, context-aware training.

Candidates who highlight this adaptability signal a deep understanding of how learning drives transformation in enterprise settings.

Vikrant Bhalodia
Head of Marketing & People Ops, WeblineIndia

Cross-Cultural Communication Trumps Technical Skills Alone

At our custom software development company, one unique element we often look for in a candidate’s resume is proof of working successfully with teams across time zones and cultures. Since many of our clients are in the US and other Western countries, our employees need to communicate effectively, adapt to different styles, and stay productive in distributed setups.

We also value resumes that show problem-solving in uncertain or changing situations. In our industry, client needs can evolve during a project. When the candidates highlight how they are found to transfer priorities or under pressure, it tells us that they are ready for the realities of customer-focused work.

These properties are beyond a degree or certificate. They’re visible in how candidates describe their past work. For us, they set apart people who can not just build software, but also build trust with global clients and teams.

Fredo Tan
Head of Growth, Supademo

Show Your Work: Product Demos Speak Louder

One thing we look for that’s a bit unique to our space (interactive demo software) is whether a candidate has actually used and shared product-led tools in the wild. For example, if they’ve embedded interactive demos, created public Notion pages, or linked to help docs or tutorials they built — that’s a strong signal.

We’re not just looking for job titles or keywords. We pay close attention to actual artifacts. Show us something you created that helped users experience a product better. That kind of initiative really stands out in our industry.

Max Shak
Founder & CEO, Zapiy

Builder’s Mindset: The Automation Industry’s True Currency

One element I always look for on a candidate’s resume, especially when hiring at Zapiy.com, is what I call “evidence of a builder’s mindset.” It’s not a formal credential or a line item you’ll find in most job descriptions, but in our space — automation, integrations, and simplifying workflows — it’s invaluable.

For us, that builder’s mindset shows up in small but telling ways on a resume. Maybe it’s a side project they launched, an internal process they improved at a previous job, or even an open-source contribution unrelated to their day job. I’m far less interested in whether someone can list ten tech tools than in whether they’ve shown initiative to create, experiment, or streamline something that made life easier for others — even in a non-technical role.

This is especially unique to our industry because the work is often about solving problems that aren’t clearly defined yet. We need people who don’t wait for permission to improve things. Seeing that track record on a resume — whether it’s building a customer feedback system, automating a tedious task, or spearheading a knowledge base — speaks volumes.

It tells me they’re not just technically capable but wired to think like a problem solver, which is exactly what drives value in the automation and digital optimization space. In fast-growing environments like ours, that’s often more important than checking every traditional skill box.

Nikita Sherbina
Co-Founder & CEO, AIScreen

Tech as Business Driver, Not Just Tool

One element I look for in a candidate’s resume that’s unique to our industry is a clear understanding of how technology can directly impact business strategy.

For example, I value candidates who have experience implementing or managing systems that not only improve internal processes but also drive revenue growth or customer engagement.

In our field, it’s not enough to just have technical skills; candidates should also demonstrate that they understand the business side of things.

I’ve had candidates who listed specific projects where they integrated new tech solutions to streamline operations or increase sales.

That kind of thinking—where technology isn’t just a tool, but a driver of business success—sets them apart. It shows they’re not only technically proficient but also aligned with the strategic goals of a company like ours.

Aaron Jakel
Founder, Bubblegum Roofing

Quality Stats Beat Speed: What Employers Value

Here is what jumps off the page for us: candidates who list the number of callbacks or service visits they prevented, not just the jobs they finished. I mean, show me you went two months on a crew with zero callbacks, or you wrapped ten roofs with zero leaks, and I will put your resume at the top of the pile.

Most people write “team player” or “hard worker,” but I want numbers like “finished 11 jobs in 60 days with no complaints,” “cut repair visits by 30 percent,” or “kept customer call volume under five per month.”

The devil is in the details, and those stats tell me you actually care about quality, not just speed. In reality, anyone can fill a schedule, but it takes skill to keep the phone quiet.

Honestly, if your resume reads like a scoreboard, with hard numbers and zero drama, you will get a call from me every time. I could care less if you spent ten years on a roof or two months in the office. If you can prove your work stayed fixed, you belong here. No kidding, quality beats quantity every single day.

So, next time you polish up your resume, count what stayed done, not just what got finished. That is what keeps you in the game.

Andrew Peluso
Founder, What Kind Of Bug Is This

Panic-Driven Search: Writing for Urgent Reader Needs

One element I look for on a resume that’s unique is proof they can write for a panic-driven search. Our readers aren’t casually browsing; they’re Googling things like “tiny white bugs on my couch at night” at 2 a.m. I want to see that a candidate knows how to address that urgency without fear-mongering and can turn anxiety into action with clear, confident language.

So when I see someone list experience writing service pages, FAQ-style content, or troubleshooting guides for industries like home services, health, or even travel delays, that’s a strong signal. It means they understand what it takes to write for someone who needs answers now, not just fluff. That empathy and precision? It’s rare, and it’s precisely what we need.

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

Recent Posts

What Tech Hiring Teaches Us About Talent: Lessons from SaaS, Startups, and Scale-Ups

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July 09, 2025

What Tech Hiring Teaches Us About Talent: Lessons from SaaS, Startups, and Scale-Ups

By Margaret Buj
Global Talent Acquisition Leader and Interview Coach

After two decades of recruiting for tech companies – from high-growth SaaS startups to global players like VMware or Expedia – I’ve seen what makes hiring succeed… and what quietly sabotages it.

Tech hiring moves fast. Roles evolve rapidly, products shift direction, and org structures get rebuilt overnight. But one thing stays consistent: the best teams are built by people who know how to hire not just for skills, but for adaptability, ownership, and clarity of thought.

Here’s what I’ve learned from working at the heart of tech talent acquisition – and what HR leaders in any industry can take from it.

  • Lesson 1: Skills fade fast - hire for capability, not just experience

In the world of B2B SaaS, the tech stack you hire for today might be obsolete in 12 months. That’s why the best hiring teams don’t just ask “Have you used this tool?” – they ask “How do you learn?”

I’ve seen too many companies reject strong candidates because they didn’t tick one specific box. But the reality is, a candidate who’s curious, resourceful, and fast to onboard often outperforms someone who meets every requirement on paper but stagnates quickly.

What to do differently: Train interviewers to assess for learning agility, not just tool familiarity. Use scenarios to test how candidates adapt, solve problems, and navigate ambiguity.

  • Lesson 2: High-growth hiring requires structured flexibility
Tech companies often scale in waves – hiring dozens of people across product, engineering, and marketing in short bursts. The pressure is high, and it’s tempting to “just get someone in.” But ad hoc hiring creates messy teams, overlapping roles, and unclear accountability. At Mixmax, where I lead global hiring for engineering, product, and marketing, we’ve had the most success when we combine speed with structure:
  • Interview plans are aligned across roles
  • Each stage has a clear purpose
  • Feedback loops are tight
  • We move fast – but not blindly 
What to do differently: Even in high-growth mode, build clarity into your process. Define role outcomes, not just responsibilities. Align hiring panels early. This creates better candidate experience and long-term team cohesion.
  • Lesson 3: The best candidates aren’t always the loudest
In startups, there’s often an unconscious bias toward extroverted, high-energy candidates who “own the room.” But some of the strongest hires I’ve seen are thoughtful, quiet problem-solvers who deliver impact with minimal noise. For example, I once hired a Staff Engineer who wasn’t flashy in interviews – but his clarity, ownership, and cross-functional influence transformed an entire delivery stream. You wouldn’t have known it from the first call. What to do differently: Help interviewers evaluate thinking quality, not just charisma. Use structured interviews, scoring rubrics, and diverse panel representation to reduce bias toward style over substance.
  • Lesson 4: Growth marketers and product hires need more than CV keywords

I’ve recruited for some of the most in-demand tech roles – including growth marketing, product design, and PMs. These roles are hard to evaluate if you only look at keywords.

A great growth marketer doesn’t just “run campaigns” – they tie user acquisition to product loops, optimize journeys with data, and partner with product, design, and sales. That nuance often gets lost in a CV.

What to do differently: Go deeper in interviews. Ask candidates to walk you through a strategy from hypothesis to execution. Have them share learnings from failed experiments. This uncovers critical thinking, cross-functional maturity, and whether they actually drove outcomes or just supported them.

  • Lesson 5: Remote changed hiring - but not always for the better

Global, remote hiring opened doors – but it also exposed a lot of bad habits. I’ve seen companies over-index on async tools and under-invest in candidate experience. Long, drawn-out processes. No updates. Generic assessments.

Meanwhile, the best candidates – the ones who are still getting multiple offers — expect clarity, speed, and a sense of connection.

What to do differently: Even remotely, make hiring feel human. Communicate regularly. Set expectations. Tailor the process to the role. Remote shouldn’t mean distant – it should mean intentional.

  • Lesson 6: Great hiring reflects great company culture
Hiring isn’t just about filling seats – it’s often the first real experience a candidate has with your brand. If your process is inconsistent, disorganised, or overly transactional, that’s how your company is perceived – no matter what your careers page says. The companies that get hiring right often get other things right too:
  • Decision-making is clear
  • Accountability is shared
  • Communication is intentional
  • Feedback loops exist
What to do differently: Treat hiring as a product. Ask: Is this designed well? Is it tested? Do we iterate based on feedback? The answers usually tell you how well your team is operating – not just how you hire.
  • Talent strategy is a leadership function

In the early days of SaaS hiring, talent was often seen as a reactive function – post a job, fill a seat. That’s no longer viable.

Today, the best HR and recruiting leaders act as strategic partners:

  • Advising on role design
  • Helping managers interview effectively
  • Challenging vague requirements
  • Improving cross-functional alignment
  • And making hiring a core part of how the business scales

Great hiring isn’t about copying what worked last year – it’s about adapting fast, hiring intentionally, and making every headcount decision count.

About the Author

Margaret Buj is a Global Talent Acquisition Leader and Interview Coach with two decades of experience recruiting top talent across EMEA, LATAM, and the US. She has led hiring for global tech companies, scale-ups, and high-growth SaaS startups – including Microsoft, VMware, Cisco, Box, Typeform, and Mixmax.

Margaret currently leads hiring at Mixmax and coaches professionals worldwide through her practice and Kadima Careers. Her advice has been featured in Forbes, Business Insider, and Financial Times. She specialises in hiring across engineering, product, and marketing – and helping companies build inclusive, high-performing teams.