Most businesses think interviews are about evaluating candidates. But top candidates are also evaluating you.
In a competitive market, the way you conduct interviews can make or break your ability to attract high performers. If your interview process is slow, disorganised, overly formal, or outdated, the best people will quietly withdraw — and you may never know why.
Here’s how to identify whether your interview process is doing more harm than good — and how to fix it before your next hire walks away.
1. You’re Taking Too Long to Book or Respond
Candidates notice how long you take to:
- Acknowledge their application
- Book a screening call
- Confirm next steps after each interview
- Extend an offer
According to Australian recruitment trends, candidates expect a response within 3–5 business days, not weeks. Ghosting — even unintentionally — is one of the biggest deal-breakers.
Fix it:
Use automation tools or a structured pipeline to ensure consistent, timely communication. Even a simple “We’re reviewing and will be in touch by Friday” keeps candidates engaged.
2. Your Questions Are Generic, Irrelevant, or Boring
Asking “What’s your biggest weakness?” or “Where do you see yourself in five years?” doesn’t impress top talent — it signals an outdated process.
High-performing candidates want:
- Role-specific challenges
- Case-based scenarios
- Discussions about real business problems
- Clarity on goals, values, and culture
Fix it:
Build a question bank that aligns with:
- The competencies required
- Your culture
- The future of the role
And train your interviewers to ask better, deeper follow-up questions.
3. You’re Rigid on Format — Even When It Doesn’t Suit the Role
For example:
- A Zoom-only process for customer-facing roles
- No practical exercises for technical hires
- One-size-fits-all interviews regardless of seniority
Candidates want to showcase their strengths — but if your process doesn’t let them, they’ll find an employer who will.
Fix it:
Tailor your interview format. Consider:
- Presentation tasks
- Portfolio reviews
- Pairing interviews (e.g. one technical, one cultural)
- Panel vs. 1-on-1 based on candidate experience level
4. Your Interviewers Aren’t Selling the Role or the Business
Too many interviews are one-sided interrogations. Top candidates want to be inspired — not just evaluated.
If your team can’t answer:
- Why this role matters
- What the growth trajectory is
- What success looks like in 12 months
…you’re not selling. And you’re losing.
Fix it:
Coach interviewers to speak confidently about:
- The team’s vision
- The company’s evolution
- What excites them about working there
Authenticity beats a polished script every time.
5. There’s No Feedback — or It’s Vague
A major frustration for candidates is being told:
- “You’re not the right fit” without further explanation
- “We went with someone else” with no clarity on why
- Nothing at all
This not only damages your brand — it prevents talent from considering you in the future.
Fix it:
Even short, constructive feedback is better than silence. Build a simple template your team can use, and consider personalised notes for final-round candidates.
6. You’re Not Asking for Their Feedback
Interviewing should be a two-way learning experience. If you don’t ask candidates about their experience, you’re missing critical insights into what’s working (and what’s not).
Fix it:
Use short surveys or direct follow-ups to ask:
- How clear was our communication?
- What stood out to you about our process?
- Where could we improve?
This also signals that you care about people — even those you don’t hire.
Why This Matters Now More Than Ever
The Australian talent market remains tight, especially in sectors like tech, healthcare, and mid-level management. Candidates have options — and they’re paying attention to how they’re treated in the hiring process.
If your process feels outdated, slow, or unclear, the best candidates won’t complain — they’ll just opt out.
Need a Professional Tune-Up?
If you’re unsure where your interview process stands, it’s worth getting an audit.
Ingenious People helps Australian businesses:
- Map and optimise their interview processes
- Train managers to interview with impact
- Build structured, inclusive evaluation tools
- Convert more top candidates into committed hires
Final Word
You may be offering a great role at a great company — but if your interview process doesn’t reflect that, you’ll keep missing out.
Audit. Improve. Impress.
Because the best talent won’t wait.