How to Interview Top Talent Effectively

How to Interview Top Talent Effectively — Conversations, Not Interrogations

Intro:

Attracting top talent is only half the battle — keeping them engaged through the interview process is where many organizations lose them.

Strong candidates can spot the difference between an interview that’s designed to evaluate them and one that’s designed to connect with them. The best hiring leaders approach interviews as two-way conversations — opportunities to understand alignment, not control outcomes.

At BTGHR, we’ve helped countless hospitality and service organizations evolve from transactional interviews to meaningful dialogues that uncover both skill and culture fit.

1. Make the First Five Minutes Count

The first few minutes of an interview set the tone for everything that follows.

Instead of starting with a resume review or checklist, try something human:

“What stood out about this opportunity for you?”“Tell me about a moment you were most proud of in your last role.”

These questions do more than break the ice — they show genuine interest and lower the candidate’s guard, allowing for a real conversation to begin.

2. Listen More Than You Talk

A great interview feels balanced. It’s not an interrogation; it’s discovery.

Top performers often reveal the best insights when given space to talk — especially about their motivations, problem-solving, and how they build relationships. Resist the urge to fill every silence or steer too quickly. Listen for what they value.

As Chris Voss would say, “The art of negotiation is the art of listening.” The same is true in recruiting.

3. Ask Situational Questions That Reveal Behavior

Skip the hypotheticals and focus on real examples. Instead of “How would you handle a guest complaint?” ask, “Tell me about a time you turned a guest complaint into a positive experience.”

Behavioral stories reveal how candidates think, act, and recover under pressure — and they give you a preview of what working with them might actually feel like.

4. Sell the Vision, Not Just the Role

Remember: great candidates are interviewing you, too.

Once you’ve built rapport and trust, share where the organization is headed — the growth, the challenges, and why the role matters in that story. When candidates see purpose and direction, they stay engaged even if the process takes time.

Closing Takeaway:

An effective interview isn’t about control; it’s about connection. Ask thoughtful questions, listen deeply, and remember that you’re building relationships — not running an exam.

Tomorrow, we’ll move to how to onboard top talent effectively — because the real work of retention starts the moment they accept your offer.