How Kiwi Employers Can Prepare For Job Interviews in 2025

At Adecco, we understand that people are the most valuable asset in any business. Whether you’re hiring one key team member or scaling your workforce, the interview process plays a critical role in securing the right talent. Yet too often, employers underestimate the impact of proper preparation – missing opportunities to assess potential, showcase company culture, and make a lasting impression.

In today’s competitive and candidate-rich market, a well-run interview is more than just a formality. It’s a reflection of your brand, your values, and the future you’re offering. From planning the right questions to aligning internal decision-makers, getting your interview strategy right can help you attract and retain top talent in 2025 and beyond.

At Adecco New Zealand, we believe hiring the right person – te hunga tika – is about more than just skills. It’s about culture, capability, and connection. Here’s how Kiwi employers can better prepare for interviews in 2025, with a focus on structure, fairness, and strategic thinking.

Start with Strong Preparation

Effective interviews begin long before the first question is asked. This includes defining the role clearly, aligning internally on what success looks like, and ensuring everyone involved in the hiring process understands their part. Whether you’re interviewing alone or using a panel, preparation ensures that the process is consistent and professional – and it sends the right message to candidates.

First impressions matter, a disorganised or unclear process can turn great talent away. For tips on making your hiring process more appealing to candidates, check out our article on The Importance of the Candidate Experience.

Structure for Fairness and Focus

One of the best ways to improve the quality of your interviews is to use a structured format. This means preparing the same set of core questions for each candidate, based on the competencies and KPIs required for the role. Structured interviews reduce the risk of unconscious bias and make it easier to compare responses objectively.

This approach is especially effective for high-volume hiring or multi-location recruitment. If your business is scaling, you might also consider how Recruitment Process Outsourcing (RPO) can streamline and standardise your hiring at scale.

Ask Questions That Reveal More

Great interviews uncover more than just what’s on a CV. Use behavioural questions like “Tell me about a time you had to manage a difficult deadline” or situational ones such as “How would you handle a team member who was underperforming?” to dig deeper into how a candidate thinks and responds under pressure.

You should also test for soft skills and cultural fit. Ask how candidates handle change, take initiative, or bounce back from setbacks. This is especially important when hiring in hybrid or remote environments where adaptability and accountability matter more than ever.

Share Your Culture and Kaupapa

Today’s candidates are looking for more than just a pay cheque – they’re looking for purpose, belonging, and a team they feel proud to be part of. That’s why it’s essential to share your company’s Kaupapa – your core values and guiding principles – during the interview process.

Use this opportunity to talk about your leadership style, team dynamics, and the kind of environment you’re fostering. Whether you value flexibility, collaboration, continuous learning, or wellbeing, being transparent about your culture helps candidates self-assess their fit before joining.

A strong, positive work culture is more than a nice-to-have – it directly impacts employee engagement, retention, and productivity. When staff feel supported and aligned with their workplace values, they’re more likely to perform at their best and stay for the long term.

On the other hand, a bad culture fit can drive away great talent, increase absenteeism, and lead to high turnover and reputational damage. In interviews, candidates are often evaluating your team just as much as you’re evaluating them – so showcasing a healthy, inclusive culture can be a key differentiator in a tight labour market.

Be Ready for Hybrid Interviewing

As flexible work continues to evolve, more businesses are using a combination of virtual and in-person interview formats. If you’re conducting interviews online, ensure your tech setup is reliable and your environment reflects the professionalism of your business. This includes good lighting, minimal distractions, and a stable connection.

If hybrid work is part of the role, reflect this in the interview process. For example, start with a virtual first round and follow up with an in-person meeting. This not only mirrors the working arrangement but gives both parties a better sense of fit. For further guidance, read The Challenges of Hybrid Work.

Be Honest and Transparent About the Role

Candidates appreciate honesty. Be upfront about both the opportunities and the challenges of the role. Outline reporting lines, how success will be measured in the first few months, and what kind of support the new hire will receive. This builds trust and helps ensure a good match, which in turn reduces the likelihood of early turnover.

If possible, offer candidates a realistic preview of what the role entails. This could be a short walkthrough of a project, a virtual tour, or a conversation with a future team member.

Listen More Than You Speak

One of the most underrated interview skills is active listening. Pay attention to what candidates say – and how they say it. Ask thoughtful follow-ups and avoid rushing to fill silences. Giving candidates space to elaborate helps them open up and provides you with richer insights. Some people need more space than others, especially the 1 in 4 of Kiwis with neurodiversity, so allow them time to think and answer in this high pressure environment.

Debrief and Decide Quickly

When interviews involve multiple stakeholders, make sure each person knows their focus area – technical fit, team fit, or career motivation, for example. After the interview, debrief as soon as possible to consolidate feedback and make confident decisions.

This is especially important in a candidate-rich market where top talent can be snapped up quickly. For more tips, read Navigating a Candidate Rich Market.

Final Thoughts

“Nāu te rourou, nāku te rourou, ka ora ai te iwi.”
With your basket and my basket, the people will thrive.

Preparing thoroughly for interviews shows candidates that your organisation is serious, inclusive, forward-thinking, and in today’s competitive market, that can make all the difference.

Ready to Hire Better?

From workforce planning and role design to interview support and end-to-end recruitment, Adecco New Zealand partners with businesses across the motu to build stronger teams.

Contact our team today to refine your hiring strategy
or explore our services to help find the right people faster

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