12 Rules for Interviews… in the Talent Business
A guide to interview preparation based on what hiring managers actually look for.
Each rule is framed as a How to… so you can prep fast and perform with confidence. I cover the basics and some key winning edges.
As a rule, it pays off to plan your interview in advance. Don’t Forget your Umbrella! is a mindset - think ahead to all the ways things can go wrong and forearm yourself with a solution. This can apply to literal rain or anticipating the objections that might come up when they read your resume and all in between.
1) How to plan the logistics (in‑person, phone, video)
Phone: Be in a quiet place with strong cell signal. It’s fine to text ahead to confirm and best to do so on a group text with your recruiter. Take notes, ideally with a notebook and pen (more on this below). Use mute while they talk if you have background noise.
Video: Lighting first. Face your brightest light source; keep it behind the camera. For better eye contact, make the video window small and move the interviewer’s image next to your camera. Nod and smile where appropriate. Sit in front of shelves, a picture, or a clean wall with a professional virtual background. Ensure there is a solid internet connection ahead of time. If at home or in public, let those around you know you’re on an interview which must not be interrupted. Wear business‑casual (at least waist‑up!). Log on early to solve tech gremlins. Silence notifications. Take notes, ideally on paper. Ditto as above re: background noise. Turn off self‑view once the interview starts so you stay natural and undistracted.
In‑person: Plan your journey to arrive early. Sort out parking ahead of time. Choose your outfit in advance. Pack a presentable notebook and pen. Pay attention to the weather and bring an umbrella at the slightest chance of rain.
2) How to build rapport fast (so small slips get forgiven)
Without rapport, even strong candidates can fall flat. Good rapport makes interviewers interpret your track record charitably and helps them see you as a fully rounded human, capable of great success despite mistakes. Look for quick, genuine points of connection—shared experiences on LinkedIn, items in the room, a watch or other accessory—then make a brief comment or compliment. Show interest in them as a person.
3) How to open strong and project winning energy
No matter what, always interview to win. You may have reservations, unknown factors or other options but you are always in a better position if you interview to win. When it comes to accepting an offer later on, you will transition into the role more smoothly if that company felt like you have been interested and enthusiastic throughout the process.
First minute: Smile. Say your name confidently. Thank them for the opportunity. Use their name at the start and frequently throughout where appropriate.
During: Interview to win. Demonstrate presentation skills (a preview of how you’ll handle clients/candidates). Be future‑focused. Listen more than you speak; ask clarifying questions if you start to ramble. Show you’re coachable and hungry to develop. Signal that your best work is ahead of you and you’ve got stamina for hard work.
4) How to model the traits of successful hires
Keep these in view throughout:
Energy, focus, interest, enthusiasm
Work ethic: hard work and smart work
Listening: don’t interrupt; don’t “plan your next line”; ask for repetition; confirm understanding; tailor responses; ask great questions
Attitude: you sound like who you think you are—bring your best version
Planning: drop proof points that you plan well and hit intended outcomes
Other great signals of quality: Drive, ethics, stoicism, time management, desire, belief, resilience, being a self‑starter, willingness to fail and learn
5) How to exceed expectations (and beat stronger rivals)
Interviewers always goes on a journey which starts at the station of their own expectations and pre-conceived ideas of you. You must work with your recruiter to manage those expectations and exceed them.
A weaker candidate who exceeds expectations can beat a stronger candidate who under‑delivers. Manage expectations: if possible, secure the interview without oversharing your credentials. Include enough on your resume to land the interview, save a few gems for the real thing. Map the interview stages and hold back fresh achievements for each round so you can keep surprising them.
6) How to tell the story of your resume and career
Know the exact resume version they have and be ready to expand every line with real examples. Prepare clear, relatable reasons for leaving each role—your goal is for the interviewer to think, “I’d have made the same choice.” Walk through achievements, failures and key decisions (good and bad), plus what you learned and how you’ll make this decision now.
This is best achieved by pre-defining your key deciding factors on your job search and sharing those throughout the interview process. If you have a set of factors by which you are assessing the opportunity, it will drive interview performance and ensure you present as a serious candidate who acts willing and motivated to change jobs when the right opportunity is there for you.
7) How to know (and defend) your numbers
If numbers aren’t your strong suit, get help before the interview.
Narrative isn’t enough—numbers ground your story in measurable reality. Update your metrics and make sure they add up: KPIs, billings, GP$/spread and earnings. Break them down by contract vs direct hire vs SOW, geography, industry, skillset, seniority, etc. Assume the interviewer has a calculator. If your averages imply $x but you claim $y, expect a deep dive. Conversely, if your numbers all add up, showing a direct relationship to each other that makes sense, the discussion of your numbers can pass very quickly, so prepare for that.
8) How to research the company & interviewer—and align to their goals
Know what the company does, where it operates, who works there, and why you want to join. Look up your interviewer; connect with how much you respect their track record and viewpoints. During the conversation, listen for what success in this hire means for them personally. Make notes on drivers and buying signals so you can use them tailor your closing questions.
9) How to show your work (use the STAR method)
Interviews are the ultimate test of your experience-sharing skills.
Arrive with ready‑to‑tell, job‑aligned examples of your most relevant experiences. Think of your history of experiences as a bibliography you make reference to in order to add weight to your points. Use the STAR model:
Situation — context and challenge
Task — the goal
Action — what you did
Result — outcomes and learnings (with numbers)
Pre‑write several STARs (wins and mistakes) so they’re rich and flexible for many questions. Use company names and even hiring manager names liberally if you can. If you cannot, you must say what type of company it was and what the job titles were of the people involved.
Include success stories and those which show you learn from your mistakes. When sharing experiences that revealed a need to improve, use two examples: one when you discovered a mistake of a skill shortage on your side including the negative effect; and a second one which shows you applying your learning to better effect.
10) How to treat every interview like a req call
Job descriptions are often vague or recycled. In the talent business, ironically, asking for one can make you look like a rookie. Use the interview to take down the job order: why they’re hiring, what success looks like, how the role aligns with your skills and career goals, and where the opportunity lies for you, etc. You are there to figure out what problem they need to solve and demonstrate how you can help them to do it.
11) How to ask brilliant questions (and avoid time‑wasters)
Ad‑hoc (during): Show you’re listening with relevant, timely and concise questions—but don’t disrupt the flow.
Ad‑hoc (end): When invited to ask questions, skim your notes first and pick up threads they mentioned. Say, “I’ve prepared a few, but first I want to follow up on one or two things you raised…”—it signals organised, active listening. This should also show you how to take notes in interview - be minimalist and focus on points of interest that came up.
Prepared: Aim for “Wow, great question.” Cover: the job, the opportunity, the interviewer, the company, the industry. If earlier discussion answered a prepared question, acknowledge that briefly and move to the next.
Time‑wasters: Don’t burn time on money/benefits/process—get those from your recruiter in between interviews. Interviews are not a suitable place to find out what they will do for you!
12) How to close the interview (without overdoing it)
Never skip the close, but don’t propose marriage. Tie a bow on the conversation, affirm interest, and secure the next step. Example:
“I really enjoyed meeting you and learning X, Y and Z about the role. I’m very interested. Is there anything else you need from me to move to the next stage?”
Never ask for reasons why they wouldn’t move forward - it may feel right from a sales perspective but it is uncomfortable and shows weakness. Just try to agree the next step and, once you have done so, stop selling and wrap up.
Final checklist
Logistics rehearsed and tech checked
Rapport seed identified
1‑minute opener practiced
Three proof points for energy/attitude/planning
Prepare some fresh gems to exceed expectations at every stage
Resume and career story + reasons for leaving prepared
Numbers updated and cross‑checked
Company and interviewer researched; alignment angles noted
5–7 STAR examples written
Job‑order questions drafted
Brilliant questions prepared + end‑of‑interview ad‑hoc list
Close scripted and ready