Rethinking the Interview: Innovative Techniques to Identify the Right Talent Faster
By Patty Crabtree CEO, Lighthouse Consulting Partners LLC
Finding the right candidate has never been more challenging. In today’s talent market, employers aren’t just competing for skills — they are competing for fit. A strong résumé might check all the boxes for technical expertise, but if a new hire struggles to mesh with a company’s culture, the costs of a mis-hire can be staggering.
For many of my clients, the difficulty isn’t a lack of candidates. It is that traditional interviews too often fail to distinguish between someone who will thrive and someone who will falter. Standard interview formats allow even mediocre candidates to “pass” by giving polished but shallow responses. That is why I’ve been working with companies to adopt more innovative, culture-aligned interviewing techniques that get past the surface level and help zero in on the people most likely to succeed in their unique environments.
One particularly clever approach comes from veteran recruiter Paddy Lambros and it is a great example of how a small change in interview structure can yield powerful insights.
Flipping the Script: Let the Candidate Go First
Most interviews start predictably: “Tell me about yourself.” “Walk me through your background.” “Why do you think you’re a good fit for this role?” By now, candidates expect these questions and can rehearse answers to the point where they sound genuine — even if they are not.
Lambros, who has interviewed more than 10,000 people over his career, decided to turn that pattern upside down. Instead of leading with questions about the candidate, he starts by inviting them to ask him a question.
This seemingly small twist forces the candidate to think on their feet. Those who have done their homework and thought deeply about the role tend to ask thoughtful, specific questions. Those who haven’t… don’t.
And the gap can be telling.
“The best candidates typically ask the most interesting and insightful questions,” Lambros notes. Weaker candidates, on the other hand, may ask something generic — or have nothing prepared at all.
It is not about “tripping people up” for sport. It is about revealing the depth of their interest, their curiosity, and their engagement with the opportunity.
What to Listen For
When you invite a candidate to go first, you’re not just looking for clever phrasing. You are listening for:
Depth of thought – Have they considered the real challenges of the role, or are they just rephrasing something from your website?
Ownership mindset – Are they asking about how they can contribute and make an impact, rather than only what’s in it for them?
Curiosity about success measures – Do they want to understand what “good” looks like in your organization?
For example, a strong candidate might ask:
- “How would you know that I’m a top performer within 60 days?”
- “What is it that will be true about your business in a year if I work here?”
- “What kind of outcome do you want to achieve in this role?”
These questions show they are thinking about results, integration into the business, and long-term contribution. By contrast, generic questions like, “What’s your company culture like?” often indicate they haven’t gone beyond the most obvious talking points.
Why It Works in the Age of AI
Another reason Lambros prefers this approach is the growing influence of AI-generated interview answers. With tools like ChatGPT, candidates can practice and perfect answers to almost any standard interview question.
But here’s the catch: it is much harder to fake curiosity. A large language model can suggest questions to ask, but delivering them with authentic follow-up requires real engagement with the conversation.
When the candidate goes first, you get a glimpse of their unfiltered thinking before they have a chance to settle into rehearsed patterns.
Where This Technique Works Best
This “candidate-goes-first” strategy shines in roles that require curiosity, initiative, and strong interpersonal skills — such as leadership, sales, client service, or roles that involve complex problem-solving. In these positions, the ability to ask good questions is not just a nice-to-have; it is essential to success.
It may be less useful for task-oriented roles that don’t require much self-directed inquiry. Still, even in those cases, starting with the candidate’s questions can reveal their preparation level and motivation.
Combining This with Culture-Driven Interviewing
While the candidate-first method is innovative, it is even more powerful when paired with culture-based interviewing — a process I teach my clients to ensure they are assessing for both competence and cultural alignment.
Step 1: Anchor to Core Values
Start by translating your company’s core values into specific, behavioral interview questions. For example, if “collaboration” is a value, instead of asking “Do you work well in teams?” ask:
- “Tell me about a time you had to rely on someone else to complete a project. How did you ensure the partnership was successful?”
- “What is the most challenging team dynamic you’ve worked in, and how did you handle it?”
These questions push candidates to share real stories, which you can probe for depth and authenticity.
Step 2: Dig Beneath the First Answer
Surface answers are easy to prepare for; deeper truths take more work to uncover. That is why you should always follow up with prompts like:
- “What was your role in making that happen?”
- “What did you learn from that experience?”
- “What would you do differently next time?”
The more layers you peel back, the clearer the picture of their true behaviors and thinking patterns.
Step 3: Observe, Don’t Just Listen
Pay attention to tone, body language, and emotional responses. Is the candidate genuinely engaged? Do they show enthusiasm when describing successes? Are they defensive when discussing challenges? These cues often reveal as much as the content of their words.
Putting It All Together: A Sample Interview Flow
Here’s how you might structure an interview to combine these techniques:
- Opening– Briefly introduce yourself and the company. Then invite the candidate to go first with their questions. “Before we get into my questions, I’d like to start with you. What would you like to ask me about this role or our company?”
- Culture-Driven Questions– Transition into questions linked to your core values and desired behaviors. Dig deeper with follow-ups.
- Role-Specific Scenarios– Present real-world situations they might encounter and ask how they would handle them.
- Mutual Fit Check– Circle back to the candidate’s earlier questions to address anything unresolved. Invite them to share new questions sparked by the conversation.
- Closing– Outline next steps and thank them for their time.
Benefits Beyond Screening
This approach not only helps you identify strong candidates faster — it also improves the candidate experience. By allowing them to ask questions first, you create a two-way dialogue rather than a one-sided interrogation.
Highly qualified candidates, who are often evaluating multiple opportunities, will appreciate the opportunity to assess you as much as you are assessing them. As Lambros puts it, “The very best people are assessing you as much as you are assessing them.”
And if it’s not a fit? You’ll find out earlier, saving time for everyone.
The Bottom Line
In an era where AI, rehearsed answers, and online interview guides make it easier than ever for candidates to “play the game,” employers need interview strategies that go deeper.
Inviting candidates to start the conversation shifts the dynamic, exposing their level of curiosity, preparation, and genuine interest. Pairing this with culture-driven, behavior-based questioning helps you uncover not just someone can do the job, but whether they will thrive in your environment.
The result? You spend less time on ineffective candidates, and more time on those with the skills, mindset, and cultural fit to succeed — helping you make better hiring decisions, faster.
Lighthouse Consulting Partners, LLC
Testing Division provides a variety of services, including an in-depth work style & personality assessment for new hires, staff development and team building. We can provide this assessment in 19 different languages along with offering skills testing and 360 assessments.
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For more information on our services, please go to www.LighthouseConsulting.com or contact us at Info@LighthouseConsulting.com.
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