{"id":914,"date":"2026-07-07T20:13:24","date_gmt":"2026-07-07T20:13:24","guid":{"rendered":"https:\/\/archprofile.com\/archprofile_blog\/?p=914"},"modified":"2026-07-07T20:17:05","modified_gmt":"2026-07-07T20:17:05","slug":"why-your-best-candidate-might-not-be-the-best-interviewer","status":"publish","type":"post","link":"https:\/\/archprofile.com\/archprofile_blog\/?p=914","title":{"rendered":"Why Your Best Candidate Might Not Be the Best Interviewer"},"content":{"rendered":"\n

Some candidates are really good in interviews. Of course, that could be because they spent a lot of time preparing polished answers to standard\u2014and, frankly, overused\u2014interview questions<\/a>. Sometimes, though, it\u2019s simply because they\u2019re confident, articulate, and knowledgeable.<\/p>\n\n\n\n

Unfortunately, being good at interviews is not the same as being good at the job.<\/p>\n\n\n\n

Meanwhile, another candidate may be less polished and more nervous, but still have the judgment, work ethic, curiosity, coachability, and problem-solving ability you actually need. In other words, your best candidate may not be the best performer in the interview. And if your hiring process does not account for that, you may keep choosing the person who interviews best instead of the person who will work best.<\/p>\n\n\n\n

Here are some examples of people who may not interview well, but who might still be good candidates.<\/p>\n\n\n\n

1. The Introvert<\/strong><\/h3>\n\n\n\n

Introverts are not automatically shy, awkward, or bad communicators. I just want to clear that up before I get angry comments\u2014and because I myself am an introvert. Many of us, in fact, communicate very well. We simply prefer time to think before answering, especially when the question is broad, vague, or unexpectedly phrased.<\/p>\n\n\n\n

Now, if you were to ask me a question like, \u201cTell me about a time you overcame a challenge,\u201d I might pause. Not because I lack experience, but because I\u2019m thinking. A more talkative candidate may start speaking immediately and find the answer as they go. An introverted candidate may prefer to find the answer first and then speak. Neither approach is automatically better. They are just different.<\/p>\n\n\n\n

The risk is that interviewers sometimes mistake quickness for competence. A fast answer can sound confident, while a pause can look uncertain. But in many jobs, the better candidate is not the person who responds instantly. It is the person who thinks carefully and avoids making decisions with the energy of someone buying a flashlight-putter-radio combo from a 2 a.m. infomercial.<\/p>\n\n\n\n

How to get the best out of them during interviews:<\/strong><\/p>\n\n\n\n

You can get better information by giving candidates a moment to think. Say, \u201cTake a minute if you need to.\u201d Ask clear, specific questions instead of huge, open-ended ones<\/a>, like \u201cIf you were an animal, what animal would you be and why?\u201d<\/p>\n\n\n\n

2. The Anxious Candidate<\/strong><\/h3>\n\n\n\n

Some candidates get nervous in interviews because interviews are, well, nerve-wracking. This is particularly true if the person has been unemployed for several months and desperately needs a job. That would make plenty of normal people nervous.<\/p>\n\n\n\n

Anxious candidates may speak too quickly, over-explain, lose their train of thought, or undersell themselves. They may need a little time to settle in before their actual ability shows up. Their anxiety may make them look less confident, but less confident does not necessarily mean less capable.<\/p>\n\n\n\n

Of course, this depends on the role. If the job you\u2019re hiring for requires frequent high-pressure presentations, high-stakes negotiations, or live crisis management, then interview composure may matter quite a bit. But even then, nervousness in an interview is not automatically proof that someone cannot handle the job. It may simply mean they care, or that the interview format is not the best setting for them to demonstrate their strengths.<\/p>\n\n\n\n

Sometimes the anxious candidate has prepared thoroughly, wants to do well, and is painfully aware of every word coming out of their mouth. Meanwhile, the overconfident candidate may be winging it beautifully. Be careful not to confuse calm with competence. A candidate can be nervous and excellent. A candidate can be confident and tremendously wrong.<\/p>\n\n\n\n

How to get the best out of them during interviews:<\/strong><\/p>\n\n\n\n

You can help by making the interview feel like a professional conversation, not a stress test. Ask one question at a time. If a candidate loses their train of thought, let them return to the question. If they give a vague answer, ask for a specific example instead of silently judging.<\/p>\n\n\n\n

3. The Career Changer<\/strong><\/h3>\n\n\n\n

Career changers are often underestimated because their resumes may not have the exact title you expected. They may not come from your industry. They may not know every tool or acronym. Their career path may look zigzaggy instead of vertical, which can make hiring managers nervous.<\/p>\n\n\n\n

But career changers often bring something valuable: transferable skills<\/a>. They may have solved complex problems, trained teams, handled pressure, worked across departments, analyzed data, coordinated projects, or communicated with really difficult clients. Those skills count.<\/p>\n\n\n\n

For example:<\/p>\n\n\n\n