How to Use Stakeholder Interviews to Hire the Right Talent

When you're hiring for a new role, you need to think about how that role will affect other parts of the company.

Will it impact other teams? A manager? Or will it have a bigger effect on the company’s future? That’s why many companies now do stakeholder interviews.

A stakeholder interview helps the people who will work closely with the new hire understand what kind of person they’ll be working with and whether that person fits the company’s goals.

So in the guide below, we’ll explain what a stakeholder interview is and how to use it well. Let’s dive in!

What is a Stakeholder in the Hiring Process?

In hiring, stakeholders are people who are directly or indirectly impacted by the person you’re about to hire.

They may not all be involved in day-to-day recruitment, but their input can shape role definitions, selection criteria, and even onboarding.

Common hiring stakeholders include:

Hiring managers who will supervise the new employee.
Team leads or department heads who rely on this hire to complete projects.
Executives who want to align hiring with bigger business goals.
Project managers who need new roles to hit delivery timelines.
Other team members who’ll collaborate with the new hire.

These stakeholders help you understand what the company truly needs from a candidate, not just in terms of skills, but in team fit, working style, and long-term impact.

When and Why Should You Conduct a Stakeholder Interview?

Stakeholder interviews aren't only for C-suite roles.

You should consider doing them whenever you need deeper input on a role’s direction, structure, or success metrics.

Common situations include:

Hiring for a new role where responsibilities are still evolving.
Workforce planning when expanding a team or preparing for future growth.
Restructuring to align departments after leadership changes or budget shifts.
Addressing performance issues, when the current structure isn't working and hiring is part of the solution.

By speaking to relevant stakeholders early, you reduce the risk of confusion later, like hiring someone whose tasks clash with another team’s work or expectations.

How to Prepare for a Stakeholder Interview

Before sitting down with a stakeholder, spend some time understanding the business context.

Read up on current team performance, previous job descriptions, or recent changes in company priorities.

You may also want to look at past hiring outcomes.

Were there any hires who didn’t work out? Why? Were there skill gaps or mismatches in personality?

Bring these insights into the conversation.

You’ll be better equipped to ask the right questions and hear more valuable answers.

Tips for Conducting Effective Stakeholder Interviews

Be clear from the start.

Let the stakeholder know the purpose of the meeting, and keep the conversation focused.

Ask follow-up questions when needed and take notes.

At the end, sum up what you’ve heard and double-check expectations.

It’s better to confirm now than deal with disagreements later.

You can also record the conversation with consent, especially for high-impact roles.

This helps capture details accurately and reduces the need to repeat the session.

Common Mistakes HR and Recruiters Make in Stakeholder Interviews

One of the most common mistakes is only involving the hiring manager.

If the role touches multiple teams, skipping others can lead to friction.

Another is rushing through the interview just to tick a box.

A 15-minute call rarely uncovers the deeper context you need.

Finally, there’s the risk of misalignment, where the job ad doesn’t reflect what the team actually wants.

This leads to unsuitable candidates and wasted time.

FAQ Section

What is the purpose of a stakeholder interview in recruitment?

To gather input from team leaders or executives who will be affected by the new hire. This helps define the right expectations and job requirements.

Who should be involved?

Hiring managers, department heads, project leads, and anyone with a clear view of the role’s impact.

How long should it take?

Usually 30-60 minutes per interview, depending on the complexity of the role.

Can it improve retention?

Yes. When roles are scoped clearly and aligned with business needs, hires are more likely to succeed and stay longer.

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