I had not been directly involved in hiring for a few years. Recently, I found myself back on the interview side of the table, and I was reminded very quickly how much you can learn in these conversations.
Not just about candidates, but about communication styles, confidence, perspective, and how people understand the work they hope to do.
One moment early in the process captured this perfectly.
Partway through an interview, a colleague gently brought the conversation back to the question we had asked. The candidate had been sharing their career story in detail. It was interesting and thoughtful, but the original question had slowly drifted out of view.
It was one of those small moments that happen in many interviews. A quick reset, a few smiles around the screen, and we continued the conversation.
That moment stayed with me because interviews are fascinating in what they reveal. They are not just about resumes or qualifications. They show how people interpret questions, how they connect experiences to the work, and how they see the world around them.
One thing that stood out for me was how differently people approached the interview itself.
As part of our accessibility practices, we share interview questions in advance. This is something we do intentionally. It helps reduce anxiety and gives people time to think about their experiences before the conversation.
Many people told us they appreciated this. Some candidates came prepared with thoughtful examples and reflections that connected clearly to the role.
At the same time, it reminded me that accessibility is never one size fits all. For some people, having the questions ahead of time seemed to create a sense that they needed to stick closely to prepared answers. The conversation sometimes felt more structured than conversational.
Neither approach is wrong. It was simply a reminder that people enter interviews with different expectations and comfort levels.
Another thing that stood out was the power of perspective.
No one needs to disclose personal identity or lived experience in an interview. That is not the expectation. But you can often hear when someone has thought deeply about barriers and inclusion.
Sometimes it shows up in the language people use. Sometimes it appears in how they talk about supporting others or adapting their approach in complex situations.
Some of the most thoughtful responses began with something simple and honest: “I have not had that exact experience, but here is a situation that helped me learn something similar.”
That kind of reflection says a lot. It shows curiosity, humility, and the ability to learn from experience.
Coming out of this round of interviews, I was reminded that hiring is rarely just a technical process. It is a human one. People bring different communication styles, different life experiences, and different ways of understanding the world.
And if we listen closely, those perspectives tell us a great deal about how someone might show up in the work.
If there is one thing I would say to anyone preparing for an interview, it is this: Your experience matters.
That includes your professional experience, but also your lived experience. The way you understand barriers, inclusion, community, and relationships often shows up in how you talk about your work.
You do not need the perfect example or the exact background listed in a job description. What matters is how you think, how you learn, and how you connect your experiences to the role.
For women, gender diverse people, and candidates from communities that have not always seen themselves reflected in leadership or hiring processes, your perspective is important.
Own your experience. Speak from it. Organizations need the insight that comes from a wider range of voices and lived experiences.