Interview ideas to find top talent in 2026

Why your standard interview ideas need a 2026 upgrade

Let’s be honest: the traditional 'tell me about a time when' interview is starting to feel a bit like a dial-up modem in a 5G world. In 2026, candidates are more prepared than ever, often using AI to rehearse perfect answers to predictable questions. If you want to see the real person behind the polished LinkedIn profile, you need to shake up your approach with fresh interview ideas that spark genuine dialogue.

Hiring in the current Australian market isn't just about ticking boxes on a resume. It’s about finding people who align with your mission, possess the cognitive agility to adapt to rapid change, and bring a unique flavour to your team culture. When we rely on the same old scripts, we get the same old results—and often, we miss the quiet overachievers who don't 'interview well' but perform brilliantly.

In this guide, we’ll explore creative interview ideas that help you peel back the layers. We’ll look at how to move beyond the CV, assess soft skills through action, and ensure every candidate has an experience that reflects your brand’s personality. Whether you are a small business owner or an HR leader at a scale-up, these strategies will help you hire with more confidence and less guesswork.

1. The collaborative problem-solving session

One of the most effective interview ideas gaining traction this year is the 'live collaboration' format. Instead of asking a candidate how they solve problems, you actually solve one together. This isn't a high-pressure whiteboard test designed to make them sweat; it’s a casual working session where you tackle a real-world scenario relevant to the role.

During this session, you aren't just looking for the 'right' answer. You are observing their thought process. Do they ask clarifying questions? How do they react when you suggest a different perspective? This approach reveals more about their communication style and coachability than any standard question ever could. It turns the interview from an interrogation into a partnership.

To make this work, choose a problem that doesn't have a single correct solution. For a marketing role, you might brainstorm a response to a hypothetical brand crisis. For a developer, you might walk through a piece of messy code together. The goal is to see how they think on their feet whilst maintaining a collaborative spirit. If you want to streamline this process and ensure you're assessing the right traits, the Compono Hire tools can help you identify exactly which cognitive markers to look for during these interactions.

2. Values-based storytelling

Culture fit is a term that gets thrown around a lot, but in 2026, we prefer 'culture add'. You want people who share your core values but bring a new perspective. To assess this, move away from asking 'What are your values?' and instead use storytelling-based interview ideas. Ask questions that require them to reflect on their past behaviour in a way that reveals their character.

Try asking: 'Tell me about a time you had to deliver bad news to a colleague. How did you handle it, and what did you learn about yourself?' or 'Describe a situation where you had to choose between being right and being kind.' These questions force candidates to move away from prepared scripts and share authentic experiences. You’re looking for alignment with your company’s 'why'.

When you use the Compono platform, you can actually map these values-based responses against your existing team's high-performance benchmarks. This data-driven approach takes the 'gut feel' out of the equation, ensuring that your new hire isn't just someone you’d like to have a beer with, but someone who will actually thrive in your specific environment.

3. The 'reverse' interview segment

Flip the script. In 2026, the best talent is interviewing you just as much as you are interviewing them. A great interview idea is to dedicate the first 15 minutes of the session to their questions. This immediately changes the power dynamic and makes the candidate feel valued and respected. It also tells you a lot about their priorities.

Are they asking about professional development and growth? Are they curious about the team’s biggest challenges? Or are they only focused on the perks and Friday drinks? The questions a candidate asks are often more revealing than the answers they give. It shows their level of research, their strategic thinking, and what truly motivates them to show up every day.

By giving them the floor first, you also reduce their 'interview nerves', leading to a more natural and productive conversation for the remainder of the hour. This transparency builds trust from day one, which is essential for long-term retention. After all, a great hire starts with a great relationship.

4. Situational judgement and 'day-in-the-life' tasks

Sometimes, the best interview ideas are the ones that let the candidate 'test drive' the job. Situational judgement tests (SJTs) or brief 'day-in-the-life' assignments give you a glimpse into their practical application of skills. For example, you might ask a customer success candidate to draft a response to a frustrated client email.

The key here is to keep it respectful of their time. Don't ask for free labour or a 10-hour project. Keep it to a 30-minute task that can be completed during or shortly after the interview. This helps you verify that their 'talk' matches their 'walk'. It’s particularly useful for remote or hybrid roles where self-management and written communication are paramount.

To ensure these tasks are fair and unbiased, it’s helpful to use a standardised scoring rubric. This ensures every candidate is judged on the same criteria, reducing the risk of unconscious bias.

5. The 'soft skills' scavenger hunt

In a world dominated by tech, soft skills - or 'human skills' - are the ultimate currency. One of our favourite interview ideas is to look for these skills in the 'in-between' moments. How do they treat the receptionist? How do they handle a minor technical glitch during a Zoom call? Do they follow up after the interview with a thoughtful note?

You can also incorporate specific prompts to test resilience and adaptability. For instance, you could intentionally pivot the mid-interview topic to see how they handle a change in direction. Or, ask them to explain a complex concept to you as if you were a five-year-old. This tests their ability to simplify information and empathise with their audience - traits that are essential in almost every modern role.

Remember, skills can be taught, but attitude and temperament are much harder to change. By focusing on these human elements, you’re building a team that can weather the storms of 2026 and beyond. A well-rounded interview process doesn't just find a worker; it finds a future leader.

Key takeaways for your next interview

• Move beyond the script: Use collaborative tasks to see real-time problem-solving rather than rehearsed answers.
• Prioritise 'culture add': Use storytelling to find people who align with your values but bring fresh perspectives.
• Respect the candidate's time: Keep practical tasks short, relevant, and focused on core competencies.
• Empower the candidate: Let them ask questions first to reveal their priorities and build immediate rapport.
• Use data to back your gut: Leverage platforms like Compono to ensure your 'feelings' about a candidate are backed by science and objective markers.

Ready to transform your recruitment process from a chore into a competitive advantage? Whether you need to find the perfect fit or engage your current team, we’re here to help. You can book a demo today to see how our intelligent hiring tools can make these interview ideas a reality for your business.