Interview Preparation: Remember... You're Interviewing Them Too

June 25, 2026

After spending years in recruiting, I've had the privilege of interviewing hundreds of candidates across many different industries. One thing I've noticed is that many candidates spend hours preparing answers to interview questions—but very little time preparing questions of their own.

Here's the truth:

An interview isn't an interrogation. It's a conversation.

Yes, the employer is evaluating whether you're the right fit for the role. But you should be evaluating whether they're the right fit for your career, your goals, and your values.

Too often, people accept a position because they're excited about the offer, only to discover months later that the work environment isn't what they expected.

A little preparation before the interview can help you avoid making the wrong move.

Before the Interview

Research goes far beyond reading the company's homepage.

Take time to learn about:

• The company's mission and values

• Recent news or accomplishments

• Products or services they provide

• Leadership team

• Employee reviews (while remembering that every workplace has both positive and negative experiences)

The more informed you are, the more meaningful your conversation becomes.

Know What Matters Most to You

Before walking into the interview, ask yourself:

• What kind of manager helps me do my best work?

• What type of work environment allows me to thrive?

• What values are non-negotiable for me?

• What does career growth look like in my next role?

If you don't know what you're looking for, it's difficult to recognize it when you find it.

Prepare Stories, Not Scripts

One mistake I see candidates make is trying to memorize answers.

Instead, prepare examples from your experience that demonstrate:

• Solving a difficult problem

• Working through conflict

• Leading a project

• Learning from failure

• Supporting a teammate

• Improving a process

• Delivering measurable results

Stories feel authentic. Scripts often sound rehearsed.

Quantify Your Success

Hiring managers love specifics.

Instead of saying:

"I improved customer service."

Say:

"I reduced response times by 35% while increasing customer satisfaction scores."

Instead of saying:

"I recruited a lot of people."

Say:

"I recruited more than 120 professionals annually while maintaining a 92% first-year retention rate."

Numbers create credibility.

Come Prepared with Questions

One of my biggest pieces of advice as a recruiter is this:

Never say, "I don't have any questions."

Thoughtful questions demonstrate curiosity, preparation, and genuine interest. More importantly, they help you determine whether you'll enjoy working there.

Here are three questions I encourage every candidate to ask:

1. "Can you share an example of how your team lives out the company's core values in day-to-day work?"

Every company has values posted on a website.

The real question is whether people actually live them.

Listen for specific examples—not generic statements. Great organizations can easily describe how their values influence decisions, teamwork, and leadership.

2. "Can you tell me about a time when someone on the team needed additional coaching or support? How did leadership respond?"

This question reveals far more than asking whether the company has a supportive culture.

You'll learn whether leaders invest in people, coach through challenges, and help employees grow—or whether mistakes are simply criticized.

The answer often tells you everything you need to know about leadership.

3. "What do your highest-performing employees have in common?"

This question uncovers what success truly looks like.

Listen carefully.

Do they describe collaboration?

Initiative?

Problem-solving?

Communication?

Or do they only focus on working long hours?

Their answer will tell you what behaviors are rewarded inside the organization.

Pay Attention Beyond the Words

Sometimes the interview tells you more through observation than conversation.

Notice things like:

• How employees interact with one another.

• Whether people seem engaged and approachable.

• Whether the interviewer appears prepared.

• Whether they respect your time.

• Whether your questions are welcomed or rushed.

Culture isn't something you hear.

It's something you experience.

Remember This

Receiving a job offer feels exciting—and it should.

But the best career decisions aren't made because you're simply offered a position.

They're made because you've found an organization where your skills are valued, your contributions matter, and your personal values align with the company's culture.

The right opportunity isn't just one where they choose you.

It's one where you confidently choose them.