7 Simple Ways to Make Interviews More Human

and Way Less Awkward.....

Interviews do not have to feel like a high stakes reality show where everyone is trying to guess what the other person is thinking. Gen Z especially wants honesty clarity and normal human behaviour during interviews. No dramatic music. No plot twists. Just a decent conversation.

A well conducted interview not only helps you find the right person it also tells the candidate what your culture feels like. If the process feels confusing or cold the impression stays longer than the interview itself.

Here are seven simple and slightly fun ways to make your interviews more human and significantly less uncomfortable for everyone involved.

1. Start With a Warm Human Hello Instead of a Formal Robot Greeting

Nothing increases candidate anxiety like a dead serious opening line.

A simple How are you doing today can calm nerves faster than any deep breathing app.

• Give them a few seconds to settle
• Keep your tone friendly
• Smile if it feels natural not compulsory

Atmosphere matters. If the energy is warm you get better answers and fewer blank stares.

2. Tell Them What to Expect so They Do Not Feel Like They Are Walking Into a Surprise Test

Surprise tests are fun for absolutely no one.

Let candidates know

• How long the interview will be
• What format you will follow
• Who they are speaking with
• What skills you will be focusing on

People perform better when they know what is happening and why. Anxiety drops confidence rises.

For a deeper look at transparency in recruitment processes you might enjoy Top 7 Recruitment Mistakes to Avoid

3. Let It Be a Conversation Not a Rapid Fire Round

Interviews are not meant to feel like quiz shows. Candidates appreciate space to speak breathe and think.

• Ask them what they want to know
• Give real and honest answers
• Let them complete their thoughts

When both sides speak like actual humans the quality of the conversation improves instantly.

4. Give Honest Timely and Kind Feedback So No One Feels Ghosted

Ghosting is only acceptable in horror movies.

If you truly want to build a strong employer brand

• Share timelines and stick to them
• If delayed say so
• Offer one or two improvement pointers

A little communication goes a long way in making candidates feel respected.

For more hiring insights supported by technology you can explore The Impact of AI on Recruitment 2025 Insights

5. Keep the Interview Process Lean Because Long Processes Exhaust Everyone

If the interview journey feels longer than a web series candidates lose interest quickly.

• Reduce unnecessary rounds
• Keep discussions crisp
• Share duration before starting
• Offer flexible slots

Efficiency shows respect and it also makes you look organised.

6. Be Inclusive and Create a Comfortable Space for All Personalities

Some candidates are confident on camera some need a few seconds some take time to warm up.

• Allow flexibility with cameras when possible
• Keep your pace easy to follow
• Make the conversation welcoming

Comfortable candidates give clearer more honest responses. It benefits both sides.

If you are planning to refine your onboarding flow after hiring you may later like Top 10 Digital Tools to Streamline Onboarding in 2025

7. Help Them Prepare so They Do Not Walk In Feeling Lost

Preparation is not cheating. It is kindness.

• Share the general flow of the interview
• Mention tools or platforms you will use
• Encourage them to treat this as a conversation

When people feel supported they perform better. Simple as that.

If you want to explore how analytics improves decision making you may enjoy HR Meets Data How People Analytics is Reshaping Workplaces and HR Metrics That Matter Measuring What Count

A Kinder Hiring Experience With HRStop

A human interview process immediately improves candidate trust and engagement. When candidates feel seen heard and supported your employer brand naturally becomes stronger.

HRStop helps create structured hiring workflows that save time and make the experience smoother for both interviewers and candidates.

💡 To learn more Explore HRStop