Let’s Be Honest: Your Interviews Might Be Putting Candidates to Sleep
You’ve lined up an interview with a top-tier Finance Manager. You’re expecting a lively conversation, insightful answers, and a clear decision at the end.
Instead, 20 minutes in…
You’re bored.
They’re bored.
You’ve asked the same predictable questions they’ve heard five times this week.
By the end of the interview, you’re not really sure if they’re a great fit or just good at rehearsed answers. And worse? They leave feeling uninspired, already eyeing their next interview elsewhere.
If your interviews are dull, you’re not just missing out on top talent—you’re pushing them away.
So, let’s fix that. Here’s how to stop sleepwalking through interviews and actually figure out who the best candidates are.
1. Stop Asking the Same Old Generic Questions
If you’re still leading with:
“Tell me about yourself.”
“What are your strengths and weaknesses?”
“Where do you see yourself in five years?”
…then congratulations, you’ve just conducted the most forgettable interview ever.
The problem?
- Candidates have canned responses ready (and probably used the same ones earlier today).
- You’re learning nothing unique about how they actually think and work.
- You’re wasting time when you could be getting to the good stuff.
What to do instead:
✅ Ask real-world, job-specific questions. “We had a forecasting error last quarter—if you were in the role, how would you have handled it?”
✅ Test adaptability. “Tell me about a time when things went completely off-plan. How did you react?”
✅ Ditch “strengths and weaknesses” for “What do you love doing, and what do you avoid at all costs?”
Rule of thumb: If a candidate can answer your questions without really thinking, you’re not learning anything useful.
2. Actually Test Their Finance & Commercial Thinking
Finance professionals live in numbers, strategy, and decision-making—but too many interviews focus on vague soft skills.
Bad example:
“Tell me about a time you showed leadership.” (Nice story, but what does it tell us about their finance ability?)
Better example:
“We’re considering moving from X system to Y system—what would you look at before making a recommendation?” (Now you’re getting into their thought process.)
What to do instead:
✅ Give them a scenario. “You’ve just joined, and cash flow is tighter than expected—what’s your first move?”
✅ Test commercial awareness. “We’re thinking of expanding internationally—what finance risks would you flag?”
✅ Make it relevant. If the job involves FP&A, ask them to walk through a recent budgeting challenge.
Rule of thumb: If an interview doesn’t make a finance candidate think about finance, you’re doing it wrong.
3. Watch for “Buzzword Bingo” (and Push for Real Answers)
Some candidates sound amazing—until you realise they’re just stringing together corporate jargon.
“I leverage cross-functional collaboration to drive efficiency and optimise financial outcomes.”
Translation: I go to meetings.
“I have extensive experience managing stakeholder relationships across multiple business units.”
Translation: I send a lot of emails.
How to push for real answers:
- Ask for specifics. “What’s a real example of that? What was the outcome?”
- Keep digging. If they give a surface-level answer, follow up with “Tell me more about how you actually did that.”
- Challenge them. “That sounds great, but what would you do differently next time?”
Rule of thumb: If they sound like they copied their answer from a LinkedIn post, dig deeper.
4. Flip the Script – See How They Think on Their Feet
Smart candidates prepare for interviews—but real business challenges don’t come with a script.
If you only ask questions they can prep for, you’re not testing real-world thinking.
Try this instead:
✅ Throw in a curveball. “We just lost our biggest client—what’s your first move as Finance Director?”
✅ Give them conflicting info. “Your CEO wants aggressive expansion, but cash flow is tight. How do you handle this?”
✅ Make them challenge assumptions. “What’s a finance ‘rule’ that companies blindly follow but should rethink?”
Best candidates? They’ll engage, challenge, and think critically. Weak ones? They’ll panic or go back to buzzwords.
Rule of thumb: The best finance professionals are problem-solvers—test that, not just their memory.
5. Remember: Interviews Go Both Ways
Reality check: You’re not just assessing them—they’re assessing you.
If your interview is:
❌ Too one-sided (all questions, no conversation)
❌ Too vague (“We’re just looking for a great team player!”)
❌ Too impersonal (“We’ll get back to you.”)
…then don’t be shocked when the best candidates walk away.
What smart businesses are doing:
✅ Giving candidates real insight into the role. Not just what they’ll do—but what success looks like.
✅ Selling the company. Why should they choose you over their other offers?
✅ Leaving time for proper questions. And answering honestly—candidates see through fluff.
Rule of thumb: If they leave the interview more confused than when they arrived, you haven’t sold the job well enough.
Final Thought: If You Want to Hire Smarter, Interview Smarter
- Ditch the generic questions.
- Test real finance & commercial thinking.
- Challenge them—but also engage them.
- Make sure your process actually excites top candidates.
Hiring top finance talent isn’t just about finding them—it’s about convincing them to join you.
And if you need help finding finance candidates who are actually worth interviewing? We Do Group can help.
📢 Need the right finance talent?
💰 Need salary benchmarking to attract them?
We’ve got you covered. Let’s chat.
