Why Reverse Interviews Might Be the Hiring Hack You Need

Hiring is tough—and costly when done wrong. In fact:

💸 80% of turnover is due to bad hiring decisions (HBR).
💸 45% of hiring mistakes happen due to a lack of process (HBR).
💸 A single poor hire can cost $18,700+—and even more at the executive level (CareerBuilder).

Traditional interviews often fall short in truly assessing a candidate’s fit. But what if we flipped the script?

Enter Reverse Interviewing

Reverse interviewing puts the candidate in control—allowing them to ask the questions that matter most about company culture, leadership style, and career growth. This approach not only helps them make an informed decision but also fosters transparency, trust, and a stronger connection between employer and candidate.

It’s still a new concept, but one that’s gaining traction. And for good reason.

How Reverse Interviews Work

Instead of the usual back-and-forth where employers grill candidates, a reverse interview happens later in the hiring process—when the candidate is already a strong contender.

This allows them to:
✅ Understand the role and company dynamics more deeply
✅ Gauge culture fit and leadership alignment
✅ Feel empowered in their decision-making
✅ Reduce post-hire surprises that lead to disengagement or turnover

For employers, reverse interviews improve hiring outcomes by ensuring candidates are truly excited and aligned with the company before they join.

Making Reverse Interviews Successful

To make the most of reverse interviewing, follow these best practices:

1️⃣ Explain the Purpose

Let candidates know upfront that they have the opportunity to interview you about culture, values, leadership style, and more. Encourage them to prepare questions in advance.

2️⃣ Set the Right Tone

This isn’t a test—it’s a two-way conversation. Create a comfortable, open space where candidates feel safe asking tough questions. Be honest and transparent.

3️⃣ Provide a Foundation

Most candidates have never experienced a reverse interview. Help them out by sharing topics they might want to cover—like growth opportunities, leadership philosophy, and work-life balance. A simple email before the interview can go a long way.

4️⃣ Clarify Your Role

Make it clear that this isn’t an evaluation. Instead, it’s about helping them assess whether your company is truly the right fit.

5️⃣ Encourage Reflection

After the interview, ask candidates how they felt about the conversation. Invite them to follow up with any lingering questions. This deepens engagement and helps them make a thoughtful decision.

The Bottom Line? Reverse Interviews Are a Win-Win

Hiring is a two-way street. Candidates should be just as invested in choosing you as you are in choosing them. Reverse interviews create more aligned, engaged, and successful hires—which means lower turnover and stronger teams.

Thinking about trying reverse interviewing in your hiring process? Let’s chat! Our experts are here to help with every step of the hiring process.