The Art of the Conversational Interview: Expert Interview Tips from Arielle Salman-Bailey Recruiter

Arielle Salman-Bailey, a talent acquisition specialist with experience at Warner Bros. Discovery, Chainlink Labs, and Applied Materials, recently shared her insights on mastering the conversational interview for our 'Ask a Recruiter Series'.

You can find the full video of the Q&A here:

Here are The Key Takeaways from her Q&A session:

Finding the Balance Between Preparation and Authenticity

"The more confident you are, the more conversational you'll be. By that, I mean coming into the interview really prepared. It's okay to ask your recruiter, 'What can I expect in the first interview?' And it's also okay to preface, 'I have some notes here. Is it okay if I take a look and reference them?'"

Being prepared gives you the confidence to have a natural conversation. It's perfectly acceptable to:

Ask recruiters what to expect in advance
Have notes available during the interview
Take a moment to think before answering questions

Navigating Unclear Questions

"Take a beat, ask again, 'What exactly do you mean?' And if you think you have a general understanding of what they're saying, give them an example in question form, like 'Did you mean something like X, Y, and Z?' Then they can confirm."

When faced with vague or confusing questions:

Don't rush to answer without understanding
Ask for clarification - it shows thoughtfulness
Propose an example to check if you're on the right track
Remember that persistent lack of clarity might be a red flag about the company

Essential Questions to Ask Recruiters

"Ask questions because you want to know this is a fit for you. The recruiter also wants to know that you're intrigued and curious. Some questions I always advise people to ask: 'What does the culture at this company look like from your experience? What is the team structure like? Who would I be reporting to?'"

Strong questions to consider asking:

What does success look like in this role?
What happened to the previous person in this position?
What aspects of the previous employee did the team appreciate?
What improvements would they like to see?
What is the company's stance on diversity, equity, and inclusion?

Addressing Employment Gaps and Job Hopping

"How do you address multiple shorter job stints? I would say just be honest. 'I was laid off and I loved it there. I loved my team. Unfortunately, they were restructuring.' If you're honest, they'll receive that well."

When explaining employment changes:

Be straightforward about layoffs or restructuring
Emphasize what you learned from each experience
Show how these experiences have made you more adaptable
Demonstrate that you've continued learning during transitions

Explaining Departures from Difficult Workplaces

"Be methodical in how you approach it. Say something like, 'I'm looking for a more diverse team structure' or 'I would love to expand my skillset and grow in my next role.' It's like dating - you should know what you want in your employer, in management, and in company morals."

When discussing why you left a previous role:

Focus on what you're seeking rather than what you disliked
Speak to your career aspirations and growth opportunities
Articulate the values and environment where you thrive
Frame the conversation around mutual fit and alignment

Non-Traditional Job Search Strategies

"Join communities in Discord, GitHub, and other platforms surrounding your job interests. Participate in conversations often so people see your username and get to know you. At that point, there's rapport and trust, so when you're looking for a job, you can put some feelers out there."

Consider these approaches beyond traditional applications:

Join industry-specific online communities
Participate actively in relevant professional groups
Attend virtual and in-person meetups and conferences
Connect with peers in similar situations for mutual support
Utilize LinkedIn/Github groups related to your field

The Cover Letter Question

"I do think recruiters actually read cover letters. It's not that often that I get a voluntary cover letter, so when I do, I'm like, 'A cover letter? Cool! What's this going to say?' I don't think it makes or breaks your application, but it does make you interesting."

On writing effective cover letters:

Make it personalized to the company and role
Use AI tools for structure, but add your personal voice
Ensure it doesn't contain generic or templated content
Double-check that it's addressed to the right company

Optimizing Your LinkedIn Profile

"When I'm looking for a candidate, your LinkedIn profile and resume have keywords that are in my job description that I search in LinkedIn Recruiter. If you have LLM model building, engineering experience in Java and GoLang, I'll input all of that and LinkedIn Recruiter will find you. That's how we're finding you."

To improve your discoverability:

Include relevant industry keywords throughout your profile
Keep your experience and skills sections updated
List specific technical skills and certifications prominently
Enable settings that allow recruiters to find and contact you

The Continuous Interview Mindset

"Always be interviewing. Keep it fresh. Don't get too comfortable in your role because there could be another opportunity that you wouldn't even consider. Also, you never know what's going to happen at a company."

Benefits of ongoing interview practice:

Maintains your interview skills and confidence
Keeps you aware of market opportunities and trends
Provides negotiation leverage and career options
Builds your professional network
Prepares you for unexpected changes at your current company

Remember: Interviews Go Both Ways

"The interview goes both ways. They're just a person on the other side. I'm just a person. I'm here to help facilitate you through the process. I don't want you to lose. I want you to win. A good recruiter wants you to win. If you come in honest, yourself, and speak confidently about your experience, you'll be just fine."

The most successful interviews are those where:

You recognize it's a two-way assessment of fit
You present your authentic self professionally
You demonstrate confidence in your skills and experience
You remember that recruiters typically want you to succeed

By approaching conversational interviews with preparation, authenticity, and purposeful engagement, you can transform what might feel like an intimidating process into an opportunity to find the right match for your career goals and working style.