Let’s be honest. Interviewing these days? It’s draining... for both sides.
You're scrolling through applications on ZipRecruiter, Indeed, LinkedIn… and what do you mostly see? Meh.
Then finally someone shows up, and they’re polite but flat. You can see right through them. They don’t want to be here, and truthfully... you’re not sure you do either.
Every credit union I talk to is struggling to find staff – particularly frontline staff who actually care – who want to show up, connect, and contribute.
And hiring managers? They’re burnt out. Repeating the same tired job descriptions. Asking the same scripted interview questions. Getting the same blank stares in return.
So let me offer you something radical. What if… you stopped interviewing and started connecting?
Here’s how: Flip the script. Ask yourself the same questions you expect your candidates to ask you. You know what I’m talking about. Those questions that the interviewee are expected to ask. What if you addressed them direct?
For example:
"What’s your team struggling with right now?"
"What’s the organization truly missing that this hire could change?"
"If you hired someone exceptional, what would they accomplish in 90 days to make you say, ‘Yes! That was the right choice?’"
And be honest... “Who do you love working with? What kind of human actually thrives here?"
The moment you bring that kind of honesty into the conversation, something powerful happens: You give your candidate a real role to step into.
Suddenly, they’re not trying to guess what you want to hear. They’re invited to think critically, contribute meaningfully, and speak from experience. You get to see how they approach problems, not just how they memorize answers. And they get to imagine themselves inside your organization, not just outside knocking on the door.
It flips the dynamic. You’re no longer putting them on trial. You’re co-creating a future. That feels better – for them and for you.
The best candidates light up when you give them substance to respond to. They’ll ask smarter follow-ups, share more relevant stories, and give you a glimpse of how they’d actually show up in the role.
And even if they’re not the right fit, they’ll walk away feeling seen and respected, which makes them more likely to recommend your credit union.
Have you ever stopped to think about that? What do you think a turned down candidate says about your organization?
Your job description, your interview questions, your attitude should not reflect that we are just hiring hands. You should be engaging minds.
You’re showing respect. You’re signaling: We’re building something worth being a part of.
So, instead of asking "What are your strengths?" tell them the real challenge and ask, "How would you approach this?"
Instead of "Why should we hire you?" try, "Here’s what’s not working for us. What would you do differently?"
Hiring doesn’t have to be this draining performance. It can be energizing. Collaborative. Honest.
But it starts with you. The employer. The leader. Be real about what you need. Be ready to connect, not just critique.
When you do that, you won’t just fill a seat. You’ll start building a team that’s truly in it with you.
So stop interviewing and start connecting. And remember: Ideas spark change, actions ignite it.
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