Priit Suitslepp – How to qualify candidates in a job interview
Priit Suitslepp
Over nearly 19 years of conducting job interviews, I’ve come to one clear realization: a truly good interview is not just about questions and answers. It’s about the ability to notice details - both what a person says and what they choose not to say.
I’m often asked what I consciously pay attention to when interviewing people. For me, it’s essential to understand why a candidate lingers on certain topics and why they move quickly past others.
A job interview is a symbiosis of a sales process and an understanding of human psychology.
1. Preparation reflects attitude
One of the first things I pay attention to at the beginning of an interview is the candidate’s level of preparation. I regularly map strong candidates even when I don’t yet have a specific open position for them. When a candidate has taken the time to research Southwestern Recruitment and understand what we do, it immediately increases their value in my eyes. Preparation doesn’t mean knowing every detail - but someone who is willing to spend even five minutes preparing before an interview is likely to bring that same attitude into their work.
2. Flow of the conversation and initiative
A good interview is never a monologue. I observe whether the candidate asks questions, helps guide the conversation, and shows initiative - or whether I need to carry the discussion entirely on my own. An active and curious candidate almost always leaves a stronger impression. It signals confidence and genuine interest, not just passive presence. At the same time, a quieter or more reserved person can make a deep impact by being truly present, listening carefully, and giving thoughtful, meaningful answers. In today’s working world, collaboration skills are critical - regardless of role.
3. Energy and presence
Energy is something you can sense within the first minutes of an interview. Some people enter the room and bring warmth and positivity with them. Others may say all the right things, yet something still feels missing. What matters is not whether someone is an extrovert or an introvert, but whether they are mentally present - whether they truly listen and engage. That presence is often a strong indicator of how they will later function within a team.
4. Self-awareness and reflection
When asking a candidate to talk about themselves, I pay close attention to what they highlight and what they leave out. Some people don’t mention their achievements because they genuinely don’t see them as noteworthy - which can indicate they’re seeking a new direction. More important than listing achievements is the ability to explain experiences meaningfully: not just that something went well, but why it went well. The same applies to weaknesses. Candidates who can assess themselves objectively are usually open to learning and development.
5. Career choices and accountability
Töökohtade vahetusel on alati oma muster. Kas inimene liigub edasi siis, kui midagi ei õnnestu, või siis, kui ta on midagi päriselt loonud ja lõpetanud? Kuula, kuidas ta räägib oma endistest tööandjatest - kas probleemid on alati olnud “teistes” või suudab ta ka enda rolli tunnistada. Vastutuse võtmine oma karjääri ja otsuste eest on märk küpsusest ja teadlikkusest. Läbi tähelepaneliku kuulamise on seda on tööintervjuul lihtne märgata.
6. Money as a mirror
Compensation is one of the most challenging topics in a job interview. I observe closely how a person talks about money - confidently and consciously, or with discomfort and hesitation.
A candidate who understands their value and can justify it through results, experience, or market insight leaves a strong and confident impression. Salary expectations reflect not only financial needs, but also self-worth and professional awareness.
7. Motivation and inner drive
Understanding what truly motivates a person is crucial. I try to identify whether someone is driven primarily by external factors - such as bonuses or recognition - or by an internal desire to do meaningful work well. I also recommend asking what has previously caused demotivation. This helps assess the environment in which the candidate is most likely to perform at their best. When it becomes clear that someone gains energy from the work itself, not only from outcomes, it is a strong indicator of intrinsic motivation.
8. The questions candidates ask
A candidate’s questions reveal a great deal about their level of engagement and genuine interest in the opportunity. Those who ask thoughtful, honest, and sometimes bold questions tend to stand out. Asking questions is not about impressing the interviewer - it’s about understanding whether the role and the company are truly the right fit. This reflects openness, maturity, and a desire for mutual alignment.
9. Clarity of direction
One clear warning sign in an interview is a lack of direction. If a candidate says they want to become a leader one moment, but then describes themselves primarily as a specialist the next, it becomes difficult to understand what they are truly seeking. A candidate doesn’t need to have their entire career mapped out, but clarity about the next step demonstrates self-reflection and intentionality.
10. Learning from others and references
I often like to ask who the candidate has learned from. This reveals a great deal about their openness and mindset. Candidates who can clearly name mentors or people who have influenced them demonstrate transparency and confidence. Sometimes, however, the most telling insights come from the names that are not mentioned.
11. Non-verbal communication
Words matter - but body language often speaks louder. Does the candidate truly listen? Do they interrupt, or allow others to finish? Do they maintain eye contact and stay present? By observing these details, it becomes much easier to understand whether someone is collaborative, honest, and trustworthy - or simply a skilled storyteller.
Takeaways
A job interview is never just a checklist of questions. It is a conversation between two people, with the goal of understanding whether values, attitudes, and goals align. After 19 years of experience, I’ve learned that the strongest candidates are not those who speak the most fluently, but those who are honest, self-aware, and truly present.
If I had to summarize everything into three post-interview reflection questions, they would be:
- Do I clearly understand what this person can do, cannot do, and genuinely wants to do?
- What was their level of presence - did they truly listen and engage?
- How did I feel after the interview - energized, or drained?
