SMG News
Stay up-to-date with the latest SMG news and discover our newest innovations, awards, and service offerings.
SMG News
share article:
Cincinnati, OH, February 3, 2026
Interview Smarter: 3 Tips from Staffmark Recruiting Insiders
By Staffmark Group and Featuring interview insights from our Business Resource Group leaders and talent experts
Job searching today can feel like a full-time job all on its own. Competition is high, hiring teams are moving fast, and it’s not always clear how to stand out when everyone seems qualified on paper.
At Staffmark Group, the heart between people and jobs, we work with job seekers and employers every day…make that every hour of every day. That means we know what hiring teams are really looking and listening for.
To share that insider knowledge with you, we asked several in-house experts a simple question: What interview advice has made the biggest difference for candidates over the last year. The following three interviewing tips come from their insights and can help you purse your next big job opportunity with more confidence this year.
Lesson #1: Don’t give lists, prove the impact you made
One of the most common interview mistakes is treating answers like a job description. Candidates often share responsibilities but stop short of showing outcomes.
As Joan Trivella, Business Development Manager and Women Alliance BRG Chair, put it: “The most important advice I consistently give to candidates is to be intentional in how they communicate their value, focusing not just on responsibilities, but on impact, outcomes, and adaptability.”
That shift matters more than ever in a competitive hiring environment. Employers want to understand what you accomplished, how you think, and how you’ll bring value to their team.
Try this in your next interview: When describing past work, use a simple formula:
- What was the challenge?
- What action did you take?
- What was the result or outcome?
- What did you learn or adjust moving forward?
Even if your role wasn’t “numbers-based,” you can still show impact through improvements in speed, accuracy, customer experience, collaboration, or problem-solving.
Lesson #2: Be yourself, and tell your story with confidence
It’s tempting to think the “best” interview answers are the most polished ones. But the truth is, hiring managers can sense when someone is performing instead of connecting.
Brooke Kessinger, Market Manager and Chair of the R.I.S.E. Alliance, shared advice that comes up again and again: “The most important advice I gave to a job seeker was to be yourself. I see it all the time where someone wants to put on a front or embellish their resume.”
Authenticity builds trust. It also helps you show up more confidently, because you’re not trying to memorize a “perfect version” of yourself.
This is especially important when addressing sensitive topics like employment gaps. Brooke highlighted that many people struggle to talk about gaps, including individuals who have been justice-involved or navigating recovery. The key is not to overexplain or apologize. Stay honest, calm, and focused on what’s next.
A strong way to frame an employment gap sounds like:
“I took time to handle a personal situation, and I’m ready to re-enter the workforce. I’m excited to bring that focus and commitment into my next role.”
Lesson #3: Practice out loud, invite someone to coach you
One of the fastest ways to build interview confidence is to stop rehearsing in your head and start practicing out loud. Saying your answers in real time helps you hear what’s working, tighten what’s unclear, and feel more prepared when the interview starts.
- Even one practice run can help you:
- sharpen your story and examples
- reduce nerves and filler words
- get comfortable answering tougher questions
- feel more confident talking about gaps or career changes
If you can, practice with someone who will give you honest feedback. A friend, mentor, or coach can help you refine your answers and make sure you’re leading with your strengths. That’s also why Staffmark is proud to support Braven, an organization dedicated to equipping underrepresented college students with the skills and confidence needed to launch successful careers. Through mock interviews and workforce readiness training, Braven gives job seekers the chance to practice, improve, and show up ready. This partnership supports RGF Staffing’s global RGF Connect initiative, which aims to connect 1.5 million individuals facing employment barriers to meaningful jobs by 2030. In addition, Staffmark’s Black Alliance Business Resource Group, which spearheads the partnership, has donated $4,000+ to further Braven’s mission.
Want more interview prep support?
For more tips on what to do before, during, and after an interview, check out our resource: Ace the Interview: An Interview Guide for Job Seekers.
And remember, your next opportunity might be one great interview away. Visit the Staffmark jobs page to find open roles and take your next step forward.
8 Responses