Talent Acquisition: Increasing Success Through Thoughtful Candidate Preparation

Sean Perlman, Talent Acquisition Manager, AMMEGA

One of the key advantages of working as an internal recruiter is having direct access to the hiring manager, the broader team, the organizational culture, and—most importantly—a deep understanding of the purpose behind the role. With this unique insight, we are in a prime position to prepare our candidates effectively for interviews. If we already have “the answers to the test,” why not use them?

Throughout my career in Talent Acquisition (TA), I’ve consistently prioritized candidate preparation, which has contributed to a higher-than-average success rate in moving candidates from interview to offer. Unfortunately, I’ve seen many TA professionals adopt a more transactional approach, often overlooking the value of strategic interview preparation.

In today’s market, where AI tools can generate behavioral interview questions from a job description, candidates may appear more polished on the surface. However, these tools can’t replicate the nuanced insights an internal recruiter can provide—such as the challenges the role is intended to solve, why the position is open and what success in the role looks like beyond the job description. These are often the make-or-break details that transform a good interview into a great one.

I’ve spoken with several friends and professionals who have interviewed this year, both through third-party recruiters and internal recruiters. The feedback is consistent: while third-party recruiter prep is often generic, even internal recruiters sometimes miss the opportunity to share meaningful context. Only a few took the time to provide strategic insight into the role, the team dynamic or the hiring manager’s expectations.

“Throughout my career in Talent Acquisition (TA), I’ve consistently prioritized candidate preparation, which has contributed to a higher-than-average success rate in moving candidates from interview to offer”

This is one of the easiest and most impactful ways to improve hiring outcomes and build credibility with hiring managers—all while creating a better candidate experience. It doesn’t require extensive time investment. My interview preps typically take 5–15 minutes, depending on the role level.

A brief preparation session also offers the opportunity to reinforce key interview best practices:

• Dress professionally, even for virtual interviews (e.g., Zoom or Microsoft Teams).

• Ensure a quiet, distraction-free environment to maintain focus and professionalism.

• Develop thoughtful questions in advance that reflect genuine interest and research (e.g., “I read on Glassdoor that your company places a strong emphasis on culture—how have you experienced that in your role?”).

• Be concise and neutral when explaining reasons for leaving a previous role, avoiding unnecessary detail or any negative commentary about former employers.

• Prepare specific examples that demonstrate the candidate’s ability to solve the key challenges associated with the role.

• For the common prompt “Tell me about yourself,” encourage candidates to focus on measurable accomplishments and contributions rather than simply reciting their job description.

As internal recruiters, we have access to valuable information that can directly impact interview success. Leveraging that information isn’t “cheating”—it’s strategic, candidate-focused and ultimately improves the metrics we’re measured by, particularly hiring manager satisfaction.

Microsoft

Test

AI