Episode Overview

Podcast: Manager Tools
Episode: How To Be A Positive Interviewer - Part 2
Date: February 9, 2026
Hosts: Sarah (A) & Mark (B)

This episode continues Manager Tools' practical series on how to be a positive interviewer. Sarah and Mark dive deeply into the data and behaviors that distinguish successful interviewers, focusing on concrete actions—like smiling, voicing appreciation, and expressing thanks—that lead to better outcomes both during the hiring process and after. The hosts draw a compelling line between “being yourself” and fulfilling professional obligations, encouraging listeners to adopt positive behaviors for individual and organizational benefit.

Key Discussion Points & Insights

1. The Impact of Positive Interview Behaviors

• Data-Driven Insights: Interviewers scoring in the top third for positive behaviors (smiling, appreciation, and thanking) had better outcomes across the board:
  • More accepted offers and better candidate success after hiring—about 15% better process outcomes than others.

    “15% better may not seem like a lot to you, but that is enormously statistically significant.”
    — Mark (B), [01:53]

  • Interviewers in the bottom third (with fewer positive behaviors) said “no” to candidates at a 45% higher rate and had less clarity on their reasons for rejecting candidates.
  • Candidates interviewed by negative interviewers accepted offers at only two-thirds the rate as those who interviewed with positive interviewers.

2. Candidate Experience Matters

• Post-Interview Candidate Assessments: Candidates interviewed by positive interviewers were almost twice as likely to have a good impression of the company, whether or not they received an offer.

  “Candidates who are treated positively...are almost twice as likely to have a good impression of the hiring company whether or not they receive an offer.”
  — Mark (B), [11:57]

• Organizational Reputation: Positive interactions expand future candidate pools and enhance the company's reputation.

3. Professional Obligations vs. Personal Style

• Adopting a positive approach to interviewing is not just a personal choice, but a professional duty:

  “If, having heard all of this, if you're still a negative interviewer, you're not just being yourself anymore. You are now indulging in personal preference... over what are known behaviors that will make the process and your company's performance more effective.”
  — Sarah (A), [08:25]

• Managers' Leadership Role: Managers represent the company—and the CEO—and have a duty to bring credit and attraction to their organization through their interviewing.

Actionable Behaviors for Positive Interviewing

1. Smile Throughout the Interview

• Smiling is the most significant positive behavior.
  • Smile when greeting, during small talk, while asking questions, when hearing good answers, and when forgiving mistakes.
  • A smile reduces candidate anxiety, increases their performance, and projects a friendly company culture.

  “If you can't smile several times in an interview, you have no business interviewing, full stop.”
  — Mark (B), [15:17]

2. Begin with Small Talk

• Take 1–2 minutes at the start for friendly conversation, putting the candidate at ease and demonstrating warmth.
• Treat candidates as people, not just applicants.

  “Treat this person like a person, because they are and so are you.”
  — Sarah (A), [16:52]

3. Verbally Express Thanks

• Thank candidates for coming in, for their preparation, and for their direct answers (good or bad).
• Use thanks to nudge focus if the candidate rambles, always maintaining professionalism.

  “When the candidate answers a question...say thank you. Even if the answer isn't ideal, even if the answer isn't good. Frankly, why wouldn't you be thankful?”
  — Sarah (A), [24:30]

4. Compliment Specific Behaviors

• Offer genuine compliments for strong answers, good handshakes, professional appearance, or well-structured responses.
• Compliment behaviors even in candidates you ultimately reject; it’s about kindness and respect.

  “If they give you a really good answer, say, that was a really sharp answer. Or I like the way you communicated that difficult situation. Very good.”
  — Sarah (A), [28:13]

5. Forgive Mistakes

• Don’t stress over candidate mistakes; let them know it’s okay.
• Smile and reinforce that interviews are not mistake-free zones.
• Forgiving and supporting candidates creates a more accurate picture of their abilities.

Notable Quotes & Memorable Moments

• On the Myth of Neutrality:

  “You must speak for the chief executive and the company in a way that brings credit to your organization and draws people to your organization. Failing to do so is failing in your duty as a leader.”
  — Mark (B), [09:56]

• On Authenticity versus Professionalism:

  “Claims of an individual's authentic self are overruled by our...obligation to suboptimize ourself for the benefit of the organization.”
  — Sarah (A), [10:58]

• On the Pressure to Be Tough:

  “If you have to tell people who you are, you ain't all that. Sorry.”
  — Mark (B), [25:46]

• On Compliments and Confidence:

  “When a candidate does that [self-deprecates]...in my opinion, it's a sign of confidence.”
  — Mark (B), [18:41]

• Summing Up Positive Interviewing:

  “Engage in positive behaviors. Don't just think positive thoughts...You can engage in positive behaviors to help the candidate be their best: smile, say thank you, compliment their behaviors when possible. You'll get better outcomes.”
  — Mark (B), [30:53]

Timestamps for Key Segments

• The Evidence for Positive Interviewing – [01:23] to [08:25]
• Professional Obligations of a Manager – [09:24] to [11:57]
• Impact on Candidate Experience and Company Reputation – [11:45] to [13:37]
• Behavioral Guidance: Smile – [13:43] to [17:08]
• Opening Small Talk and Setting Tone – [16:32] to [17:54]
• Smiling During Mistakes & Reducing Pressures – [17:56] to [22:04]
• Expressing Thanks Verbally and Politely Redirecting – [22:04] to [25:20]
• Complimenting Behaviors and the Value Thereof – [28:02] to [30:45]
• Conclusion and Final Thoughts – [30:53] to [32:46]

Conclusion

This episode offers a science-backed, practical guide to becoming a more effective—and much more positive—interviewer. By consistently smiling, expressing thanks, and providing sincere compliments, managers not only improve hiring outcomes but also build long-term reputation for themselves and their organizations. Neutral or negative behaviors are shown to harm results and undercut personal and company goals, making a positive approach a professional necessity, not just a personal preference.

Final advice:

“If you want to be a great interviewer—and you ought to—don’t fall into the trap of being a dominant, sour-faced, dour, sullen, stone-faced, foolish, negative person. Engage in positive behaviors.” — Mark (B), [30:53]