Let’s Talk About Interviewing: The Missed Opportunity Too Many Employers Overlook

Elle Way Crew, I know it’s been a minute since I’ve popped in here. I promise to do better. I’ve connected with so many of you one-on-one lately, and those conversations reminded me how much I’ve missed having these real talks right here.

Now, let’s talk. Employers, this one’s for you.

With the job market shifting again and recruiting teams juggling an influx of resumes, I’ve been hearing way too many stories about interview processes gone sideways. And I’m not even talking about ghosting (that’s a whole separate post). I’m talking about what’s happening during the interview itself. The lack of structure, the awkward transitions, the disconnect between what’s asked and what’s actually being assessed.

Let’s be real: your interview process is a reflection of your brand. It shapes how candidates experience your organization before they ever set foot inside. If your approach feels disjointed, rushed, or transactional, it doesn’t just hurt your chances with one candidate. It chips away at your credibility in the talent market.

Here’s the truth: if your organization hands someone a checklist of questions and calls that “training,” you’ve already missed the mark. You’ve done both your team and the candidate a disservice.

If your first-round screeners are inexperienced but eager, invest in them. Give them context. Teach them how to truly listen, probe thoughtfully, and evaluate beyond what’s on paper. Interviewing is a skill that deserves continuous development just like any other business function.

HR and recruiting teams are often expected to be the “source of truth” for people practices, yet they’re often the last to be invested in when it comes to professional development. That’s a problem. The world of work is evolving daily, and your hiring approach has to evolve with it.

So here’s my challenge: don’t just aim to fill roles. Aim to leave every candidate, hired or not, feeling respected, seen, and informed. When you elevate your interview process, you elevate your entire brand.

If this sounds like something your team’s been navigating, it might be time to take a closer look at how your interview process shows up. That’s the work we do every day, helping organizations bring intention and humanity back into their hiring. Let’s connect if you’re ready to make that shift.

Let’s do better.

— Elle

Culture Catalyst: Proven Tips for Establishing a Workplace That Inspires

As a seasoned HR executive, I've seen firsthand the transformative power of a strong work culture. A vibrant workplace culture not only attracts top talent but also fosters employee engagement, innovation, and long-term success. Whether you're leading a small startup or managing a large corporation, here are some proven tips for establishing a work culture that stands the test of time.

1. Define Your Core Values: Every strong work culture is built on a foundation of core values that guide decision-making and behavior. Take the time to define your organization's core values—those principles that are non-negotiable and reflect the essence of who you are as a company. Communicate these values clearly and integrate them into every aspect of your organization's operations.

2. Lead by Example: Leadership sets the tone for organizational culture. Lead by example by embodying the values and behaviors you want to see in your employees. Demonstrate integrity, humility, and empathy in your interactions, and encourage open communication and collaboration. Your actions will inspire others to follow suit and contribute to a positive work environment.

3. Foster a Sense of Belonging: A strong work culture is inclusive and fosters a sense of belonging among employees. Create opportunities for team bonding, celebrate diversity, and actively listen to and address the needs of your workforce. When employees feel valued, respected, and connected to their colleagues and the organization, they're more engaged and motivated to contribute their best work.

4. Promote Work-Life Balance: Encourage a healthy work-life balance by offering flexible work arrangements, promoting time off, and prioritizing employee well-being. Recognize that employees have lives outside of work and support their efforts to maintain harmony between their personal and professional responsibilities. A culture that prioritizes work-life balance leads to higher job satisfaction, productivity, and retention.

5. Recognize and Reward Excellence: Acknowledge and reward employees who embody your organization's values and contribute to its success. Whether through formal recognition programs, bonuses, or simple expressions of gratitude, make sure employees feel appreciated for their hard work and dedication. Recognizing excellence reinforces desired behaviors and motivates others to strive for greatness.

Building a strong work culture is a journey that requires commitment, intentionality, and ongoing effort. By defining core values, leading by example, fostering belonging, promoting work-life balance, and recognizing excellence, you can establish a workplace culture that inspires and empowers your employees to achieve their full potential.