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loves recruiting. 

In 2024 alone, he closed over 50 roles and has interviewed more than 1000 people since he began recruiting approximately seven years ago. In that time, he has handled human resources management and recruitment for companies, including .

His work means one thing: He’s seen the good, the bad, and the ugly of job interviews — what helps or hurts applicants’ chances. What Felix finds most astonishing, though, is the misconception that companies know the people they want to hire before they promote a job opening. While he agrees that referrals and internal recruitment are crucial factors in the process, he believes that everyone has a fair chance of securing an interview and subsequently getting the job, even with no existing relationship with the hiring manager or the business. 

“On average,  I get briefs to recruit for at least seven roles every day. I don’t personally know most of the people that eventually get these jobs,” he says. 

An applicant’s approach to the process often determines if they are hired. More often than not, candidates who apply themselves from the beginning and back themselves and their chances have a better experience and result with job interviews. 

“This might sound surprising, but some people go, ‘Let me just go and do my bare minimum; they will eventually not hire me anyway.’ This thinking doesn’t help anyone,” Felix says.

Here are a few things Felix has learned in the years he has interviewed applicants. 

An interview isn’t an interrogation. Don’t treat it like one

Interviews can be nerve-wracking, and for good reason. The result potentially stands between you and a job, so it’s natural for nerves to kick in. 

Felix understands this weight and its potential impact on an applicant’s psyche. However, he says it becomes potentially problematic when it affects interview performance. 

“If you’re extremely nervous in my interview room, you won’t give me everything I need, and it’s a shame because I really want to know you.”

Many recruiters anticipate this blocker and try to ease the applicants into the conversation. Still, it’s easier when applicants take charge and set the tone. 

For Felix, a terrible interview experience is when an applicant appears great on paper but struggles to talk about themselves during the interview.

“You always wonder if you missed out on someone  potentially great.”

What you should do instead:

• Remember that your profile stood out among multiple applications, which is why you got the call. So, treat the interview as an opportunity to showcase your excellence.

• Go into the conversation to chat with people you may be working with soon. This framing gives you a sense of control. If it helps, treat the process like a talking stage. You want to know if they’re a good fit for you as much as they want to see if you’re right for them. 

• Review the job description thoroughly. Pick details from your experience that align most with the JD and use them to drive the conversation. 

• During the interview, talk as though you’re already a part of the business — it’ll help you flow better with the conversation and ask thoughtful questions. Avoid phrases like “You guys” as much as possible.

Be intentional about how you show up, even in virtual interviews 

“Do you know that I’ve set up a final stage interview for an applicant, and they showed up in a singlet?” Felix starts. “It was a virtual interview, but still, it’s never a good look.”

Recruiting processes are evolving. While many businesses — depending on the industry — don’t require applicants to formally dress up for interviews, there’s an (often unspoken) expectation that applicants should show up smartly dressed, including for virtual interviews, which have also become a favoured interviewing format. 

“Applicants think there are no rules for virtual interviews. But physical interview etiquette applies here as well. You need to look presentable,” Felix reiterates. 

It goes without saying, but many applicants fall into this trap. The bummer is that it becomes a distraction that lasts the entire interview.

What you should do instead:

• Take virtual interviews seriously. Dress well and show up on time. Being on time helps you relax.

• Always turn on your video. It shouldn’t be an afterthought.

• Set up in a comfortable location, optimising for a clear, uncluttered background. Avoid taking interviews from a vehicle. 

• Check your internet connectivity. Have backup internet. 

“Applicants that do all of these often feel more confident and ready for the conversation,” Felix promises. 

Don’t get lost in the “Tell me about yourself” question

Many interviews begin with what should be a simple question: “Can you tell me about yourself?” 

It’s a basic question, but it can also make or break an interview. Applicants know this, and many buckle under its weight. However, Felix thinks applicants should treat this question as what it is: a vehicle to kick off the conversation. 

“It’s not the tricky question applicants think it is. I’m just trying to know you,” he says. 

It’s a chance to tell your story in your own words, and you decide how you want to tell it. Felix advises applicants to think of their responses in three primary parts: the past, the present and the future.

• The past (What you’ve done in the past relevant to the role). E.g., “I’m a human resource professional with about six years of experience specialising in recruitment and employee engagement.”

• The present (What you currently do). E.g., “In my current role as lead consultant for GenZ HR, I have led hiring processes that have closed 15 high-quality hires in the past three months. I’ve introduced an onboarding process that has improved retention by 30%.”

• The future: This is the “Why I’m here” question. E.g., “I’m drawn to this role because it aligns with my interest in talent development and also provides an opportunity to scale HR or recruitment strategies in a fast-growing tech business like yours.”

Remember, you can share as much context as you want. But if you need something simple for a quick confidence boost and subsequently settle into answering the question, this may be a good format to follow.

One key thing to note when answering this question is that it’s an opportunity to highlight your experience, skills, and achievements. On the other hand, you may be tempted to list out details in your CV, but don’t. 

Show. Don’t just tell

According to Felix, interview responses should be driven by a storytelling approach. This helps applicants frame their answers to reflect technical [ expertise] and soft skills [behavioural and culture fit].

 But how do you execute this without missing a beat during a potentially emotionally-charging moment? There’s no one-size-fits-all approach, but Felix recommends the STAR model. 

• Situation. Share a specific problem. 

• Task. Describe the task you needed to execute. 

• Action. The set of activities you did. 

• Results. The positive outcomes of your effort. 

Similarly, applicants should back up their achievements with specific numbers. Felix adds a caveat here. 

“Put your numbers in the context of something specific. It could be the difference between a surface response and a deeply thoughtful and moving response. 

‘I helped improve sales’ doesn’t say much. On the other hand, ‘I closed $30m in sales within 12 months’ does. So lean more into latter,” Felix says.

To close, Felix shares a few rules of thumb applicants might find helpful:

• Research the company and its structure. The more information you have, the more excited you will be about the conversation. 

• Start with a firm, positive energy. “Thank you for having me. I’m excited to be here.” is a simple place to start.

• Don’t interrupt or cut the interviewer short. Let them finish their thought before you jump in. 

• Take a breather before you jump on a question.

• Connect your skills and career goals to the company, especially when answering the “Why do you want to work here?” question.