Interview Tips: How to Identify Top Performers in Your Hiring Process

42% of candidates decline job offers due to a bad interview experience—don’t let this be you.

To all the startup founders out there: I get it. We’ve all been there, wasting hours in interviews that lead nowhere. Sorting through hundreds of applications can feel like searching for a needle in a haystack.

Here’s the truth: forget the textbook approach. Finding top talent isn’t just about skills—it’s about chemistry, problem-solving, and attitude. So, how do you sift through the noise and find the people who’ll make a real impact?

Let me share my real-world tips for spotting top performers:

The Vibe Check is Crucial

Before diving into their skills, ask yourself: Would you enjoy grabbing coffee with this person? If the conversation feels forced now, imagine how it’ll feel in the long run. You’re building a team, not just filling a role.

Energy matters: Ask them, “What trend excites you?” If their answer puts you to sleep, they’ll likely bore your customers too. Passion is a must.

Keep it real: Skip the HR jargon like “team player.” Instead, ask about a time they went out of their way to help a teammate succeed. You’ll get honest, real-life stories instead of rehearsed lines.

Skills Prove Themselves (If You Test Right)

Forget resumes—70% of candidates lie on them, according to Forbes.

Test their skills: Hand them your last campaign’s data and ask what trends they notice. Are they delivering insights or fluff? Use tools like Codility or Excel for quick, effective assessments.

Simulate real-life situations: Throw in a grumpy customer or a tech glitch. How do they handle it? This shows how they’ll react under pressure in your fast-paced startup.

The 5-Minute Teaching Challenge: Ask them to teach you anything in just five minutes. Can they explain complex ideas clearly? In a startup, this is essential.

Reverse Interview: Let them take the reins and ask you questions for 10 minutes. This shows how prepared they are and whether they’ve done their homework for your company.

Red Flags You Can’t Ignore

Over the years, I’ve learned the hard way to avoid. Here’s what I watch out for:

• The Blame-Shifter: If they’re quick to point fingers, they’ll be a drain on your startup culture. Look for problem-solvers, not excuse-makers.
• The Arrogant Candidate: Confidence is key, but there’s a fine line between confidence and arrogance. True top performers understand that collaboration is what makes startups thrive.
• The Clockwatcher: Startups require flexibility and dedication. If they’re focused on working the bare minimum, they’re not your person.
• The “Not My Job” Attitude: Startups demand people who are ready to pitch in, no matter the task. Avoid those who seem rigid in their roles.

Bonus Tips:

Keep interviews to 30-45 minutes max. It keeps the energy high and allows for focused conversation.

• Use a template for consistent evaluations. Gut feelings are important, but so is fairness.

• Top talent has options. Throughout the interview, weave in what makes your company culture unique.

• Provide feedback within 24-48 hours. It keeps candidates engaged and shows you value their time.

   

The Candidate Experience Matters More Than Ever

According to SHL, 42% of job seekers decline offers after a bad interview experience. Worse, negative reviews about hiring processes have doubled since 2020. Bad interviews not only cost you great hires, but they also hurt your brand.

Remember, it’s a two-way street. Candidates should be respectful, but as the employer, you set the tone. Kindness and professionalism attract better talent and protect your reputation in the long run.

Hiring is still a gamble, but these tips? They’ll significantly improve your odds. As founders, you don’t have time to waste, so use these strategies to find the diamonds in the rough that will drive your startup forward.

At EBAS, we specialize in guiding startups through every step of talent acquisition. From defining your ideal candidate profile to implementing efficient interview processes and attracting top-tier talent, we’ve got your back.

Are you ready to build your dream team? Let’s chat!