In today’s competitive talent landscape, interviews are no longer one-sided interrogations where employers sit in judgment of candidates. The traditional “asymmetry” of interviews—where the employer holds all the power, and the candidate is a mere supplicant—has become outdated. To succeed in hiring and career-building today, both parties must approach interviews as a mutual exchange of value.
This shift aligns with Reid Hoffman’s concept of “Tours of Duty” from his groundbreaking Harvard Business Review article, “Tours of Duty: The New Employer-Employee Compact.” If you haven’t read it yet, stop everything and do so—it’s essential reading for anyone involved in hiring or career planning.
Let’s explore how to make interviews more effective, fostering candor, symmetry, and alignment for both interviewer and interviewee.
The Problem with Asymmetric Interviews
Most interviews still follow a predictable arc:
- Pleasantries
- The classic “Tell me about yourself.”
- A mix of sharp, capability-focused questions.
- “Any questions for us?”
- “Thanks, we’ll get back to you.”
What follows is often a painful silence, leaving candidates in limbo and employers unsure if they’ve made the right call. Even more structured approaches—like multiple interviewers triangulating results or leadership making the final call—can fall into the same trap: asymmetry.
When the interviewer assumes the role of gatekeeper, with the candidate as a hopeful petitioner, the process fails to acknowledge the mutual need for fit. In today’s talent-driven market, this outdated dynamic can lead to two common pitfalls:
- Falling for the Perfect Candidate: A candidate who says all the right things and checks all the boxes may turn out to lack the actual skills needed or, worse, may view the role as a temporary stepping stone.
- Employee Disappointment: A new hire discovers that the promised role doesn’t align with reality, leading to dissatisfaction and eventual turnover.
The root cause of these issues? A lack of candor. Both sides often hold back during interviews, fearing rejection or judgment. But candor and clarity are essential for finding the right fit.
For Interviewers: How to Ensure Symmetry & Candor
As an interviewer, your goal should be to assess fit while providing transparency about the role and organization. Here’s how:
- Define the Mission: Be crystal clear about where your business is headed in the short to mid-term and the specific goals you need the candidate to achieve.
- Frame the Role as a Tour of Duty: Explain the assignment in terms of a defined “tour”—a mutually beneficial engagement where the candidate contributes to the company’s success while growing their own skills and experience.
- Set the Scene: Share the current conditions the candidate will face, including team dynamics, resources, challenges, and opportunities. This helps the candidate understand the reality of the role.
- Elicit the Candidate’s Requirements: Ask candidly about their professional and personal needs for the role. If they’re unwilling or unable to be open, it’s a red flag.
- Humanize Yourself: The adage “people leave bosses, not companies” works both ways. If you’ll be the candidate’s direct manager, share your story—how you joined the company, your leadership style, and your vision for the team.
- Summarize the Fit: At the end of the interview, openly discuss whether there’s enough alignment between the candidate’s and the company’s goals to move forward. If not, express this respectfully and on the spot—it’s an honest acknowledgment of a lack of fit, not a rejection.
- Corroborate Your Findings: Always follow up with references about the candidate’s personal and professional traits, avoiding generic HR feedback.
For Candidates: How to Build a Fulfilling Career Through Interviews
As a candidate, the interview is your opportunity to assess whether the role aligns with your career goals and personal values. Here’s how to approach it:
- Understand the Mission: Ask detailed questions about what the company expects you to deliver during your “tour of duty.” What does success look like?
- Share Specifics: When asked about your experience, focus on specific achievements and outcomes. Avoid generic branding statements; instead, share your professional ethos—a blend of your accomplishments, knowledge, reputation, and values.
- Probe for Details: Investigate the practical aspects of the role: team composition, available resources, anticipated challenges, and leadership support.
- Communicate Your Goals: Be transparent about how this role fits into your broader professional and personal aspirations. Show how the “tour” aligns with your vision for growth.
- Know Your Future Boss: If your prospective manager is the interviewer, ask about their journey to the company and their leadership philosophy.
- Do Your Homework: Corroborate your impressions through independent research and references, focusing on the company culture and your prospective boss—not just what’s online or from recruiters.
The Mutual Benefits of Candor & Alignment
When both parties approach interviews with openness and respect, the process shifts from a transactional exchange to a meaningful conversation. Symmetry in the interview creates a foundation for mutual success, where both sides understand what they’re committing to and how it benefits them.
Employers gain a candidate who is aligned with their needs and culture. Candidates embark on a role that advances their goals. And both sides avoid the disappointment of mismatched expectations.
Build a Career of Meaningful “Tours”
Interviews, done right, are the gateway to a fulfilling career for candidates and a stronger, more cohesive team for employers. By embracing candor, transparency, and the concept of “Tours of Duty,” you can transform interviews from nerve-wracking ordeals into opportunities for mutual growth and success.
Good luck on your next interview, whether you’re the one asking the questions or answering them. May it be the start of a rewarding and productive journey for both sides.