The way we work has changed dramatically in the last 5 years. It makes sense, then, that the way we interview also needs to change.
The traditional interview process – whereby questions are fired at a potential candidate – simply doesn’t suit the way we work in 2026. Today’s interview process needs to take into account the growth of hybrid working, the expectation of flexible hours, and the emphasis on mental and physical wellness in the workplace.
Interestingly, today’s interviews are less about the employer interrogating the candidate, and more about the employer and candidate establishing if they’re suited to each other. It’s a much more equitable process, with both parties asking questions and getting to know each other.
Given the prevalence of working from home, today’s interview questions need to be focused more on autonomy, adaptability, problem solving and critical thinking. Such questions could include:
- Can you describe a situation that required an immediate response when working from home?
- Can you describe a situation where you have taken decisive action without a manager being physically present?
- How confident do you feel working remotely?
- If you’re not confident with remote-working technology, are you happy to undertake upskilling?
- How do you set boundaries between your work life and personal life?
- How do you manage stressful situations?
- How important is mental health to you?
- How do you keep the lines of communication open while working remotely?
It’s also important to provide candidates with the opportunity to ask their own questions. While this has always been part of the interview process, it’s more crucial than ever today, as it gives candidates the chance to establish whether this is the role for them.
As an employer, be open to answering questions honestly and frankly. You can expect questions around flexible working, mental wellness, opportunities for growth, and team culture.
Beyond this, you may even consider inviting candidates into the office to informally meet the team. While this may seem unconventional, it’s actually a great opportunity for both parties to discover if a candidate will “fit”. It doesn’t have to be a formal occasion – perhaps just a cup of tea in the kitchen will be enough to establish a candidate’s suitability – and vice versa.
In 2026, it’s worth shaking up your recruitment and interview process to ensure you’re hiring an employee who will fit into the team, adapt to evolving situations, and stick around for the long-term.
If you’d like assistance with the interview process, please reach out to the HR Dept – we can help.