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Ever felt unsure whether you're spotting the best talent in interviews?

I've conducted hundreds of interviews at companies like Lucid, NBA, and CBS. I've learned that great hiring decisions rarely come down to candidate qualifications alone. They hinge on our ability as interviewers to ask the right questions.

Note: these frameworks assume you've already defined what your ideal candidate looks like. Have in mind the required skills, experience level, and culture fit. If you haven't done this groundwork yet, pause here and align with your team first.

Let's dive into a few strategies and frameworks that have helped me hire the right candidates.

The Qualification vs. Nerves Framework

Nerves can mask incredible talent. I've hired candidates who were nervous during interviews. Some have become our strongest performers. Look for these key patterns.

Signs of Nerves:

• Starts hesitant but improves as conversation flows
• Can provide specific metrics when given time to collect thoughts
• Shows energy when discussing actual work examples
• May speak quickly but pace normalizes

Signs of Actual Qualification Issues:

• Continues giving vague answers even after settling in
• Can't provide specific examples when pressed
• Changes subject when asked for details
• Inconsistent answers to similar questions

Example: When interviewing a Product Marketing Manager candidate who seems nervous, try this.

Say that they can detail specific metrics about user adoption and campaign performance. You're likely dealing with initial nerves rather than lack of qualification.

Candidate Tip: If you struggle to control your nerves during interviews, check out ​this newsletter issue​. It helps me stay calm in many different high-stakes scenarios.

 

The Three Essential Questions

After thousands of interviews, these three questions reveal the most about a candidate's potential:

Question 1: "Tell me about yourself"

• Why it works: Tests their ability to craft a clear professional narrative
• What to listen for: Logical progression, relevant highlights, concise delivery
• Red flags: Rambling, unstructured responses, irrelevant details

Question 2: "Why do you feel you're fit for this position?"

• Why it works: Reveals their understanding of the role and self-awareness
• What to listen for: Specific examples aligning their experience with your needs
• Red flags: Generic responses or lack of role research

Question 3: "Walk me through a time when you had to influence a decision without having direct authority."

• Why it works: Senior ICs and managers succeed through influence, not direct control. This question reveals their ability to drive impact without formal power.
• What to listen for: Clear strategy for building allies. Evidence of strong stakeholder management. Specific examples of using data/insights to persuade. Measurable business outcomes achieved
• Red flags: Relying on escalation to leadership. Unable to describe specific relationship-building tactics. No clear examples of navigating competing priorities

Candidate Tip: I recently wrote a guide helping people answer these questions following a speaking framework. ​Check it out.​ 

 

The Preview-Detail-Impact Method

You need to ask questions in a way that gets you the best responses. Frame every major question in three parts:

• Preview: Signal what information you're seeking
• Detail: Ask for specific example
• Impact: Request measurable outcomes

Example: Instead of "Tell me about your leadership experience," try:

The Next Steps Navigation

You shouldn't leave your candidates in the dark. Set expectations at the end to leave a great final impression. Use the PACE method:

• Process: Explain exactly what happens next
• Action items: Clarify any tasks/materials needed
• Calendar: Provide specific timelines
• Expectations: Set clear communication parameters

Key Takeaway

Great interviews aren't about perfect questions - they're about creating an environment where you can accurately evaluate talent. The frameworks above aren't just templates; they're tools to help you see past surface-level responses and spot true potential.

Want to dive deeper? These frameworks are just a preview of what I teach in ​The Impromptu Speakers Academy​. Along with interviewing techniques, you'll learn my complete playbook for leading high-stakes conversations - from executive presentations to difficult team discussions. It's my 3-week live bootcamp beginning in January to help you become a great speaker at work. You can get it at the lowest price it will ever be at $400 USD.

Talk soon,

Preston