When we think about hiring interviews, especially in competitive fields like product design the focus often falls on rigorous evaluations, tricky whiteboard exercises, or clever questions meant to “test” a candidate’s abilities under pressure.
But here’s the real secret: the most successful interviews happen when candidates feel comfortable, respected, and able to present their authentic best selves.
And the best way to make that happen? Kindness.
Why kindness is the secret ingredient
Great design work thrives in environments where people feel safe sharing ideas, experimenting, and iterating. If the interview process feels cold, adversarial, or one-sided, candidates can’t show the same creativity, problem-solving skills, or empathy they would bring to the actual role.
By creating a format that reduces unnecessary stress and signals respect, you’re more likely to:
- See the true quality of a candidate’s skills and thinking
- Attract top talent who value your team’s culture
- Lay the foundation for trust and collaboration if they join
How to structure a candidate-friendly interview
Here are a few ways hiring managers can build interviews that reflect kindness and effectiveness:
- Start with connection
Set the tone early by greeting candidates warmly and explaining what to expect in the interview. A few sentences like, “We know interviews can feel stressful — our goal today is to learn about how you think and give you a chance to learn about us too,” can go a long way.
- Create space for comfort
Avoid rapid-fire questioning. Instead, give candidates time to think, ask clarifying questions, and work through problems in a way that reflects how they’d approach them in real life.
- Encourage their questions
Designers and researchers are naturally curious — so give them room to ask thoughtful questions. Their questions will reveal what matters to them, how they think about work, and whether they’re a fit for your team.
- Introduce them to potential teammates
Let candidates meet the people they might collaborate with daily. This not only helps them picture themselves on your team but also gives you insight into how they connect with others.
- End with appreciation
Wrap up by thanking the candidate for their time and insights. Even if you decide not to move forward, leaving them with a positive experience reflects well on your company’s design culture.
The real test of a hiring manager
In design, we talk a lot about creating user experiences that are human-centered. Your interview process should be no different.
The candidates you’re interviewing are evaluating you as much as you’re evaluating them. By being kind, building space for comfort, and structuring interviews that mirror your team’s collaborative culture, you’ll not only see candidates at their best — you’ll also attract the kind of people who thrive in supportive, innovative environments.
That’s the real secret to a successful interview.
