18 answers
hehe
Student
Singapore
16
Questions
Updated
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Informal chats vs real interviews?
When a headhunter or HR reaches out and frames a meeting as ‘just a chat’ rather than an interview, how should candidates interpret it? Is this standard practice, or should it still be treated as a formal evaluation? I was recently contacted by an HR professional who said she just wanted to know more about me and presented it as a casual chat—was this likely just to ease tension, or is there more to read into it?
Unfortunately, I did not get past this stage in the end. Why is there a need to "get past this stage", if that encounter wasn't an interview? Of course, I did my best in selling myself during that encounter.
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18 answers
S I
Finance
24
Answers
San Francisco, California
Updated
S’s Answer
An "informal chat" with HR or a recruiter is still a type of evaluation, just a different one.
In most hiring processes, once HR or a recruiter is involved, every interaction is evaluative. The focus is on what is being assessed, not whether you are being assessed.
What "informal chats" usually involve:
These chats often look at:
- How well you fit in (your communication style, professionalism, maturity)
- Your motivation and interest
- Your career story and goals
- Your salary expectations and availability
- Whether it's worth continuing with more interviews
They are often casual to:
- Help you feel comfortable
- Encourage openness
- Avoid making it seem like a formal interview too soon
Why you might not move forward:
Not progressing after an "informal chat" doesn't mean you did poorly. Common reasons include:
- Role expectations not matching
- Salary expectations being too high
- Cultural or communication differences
- Internal candidates or stronger profiles appearing later
- Changes in the role or hiring needs
These reasons don't necessarily reflect your abilities.
Should you treat it like an interview?
Yes, but with the right approach. This means:
- Be prepared, but not overly rehearsed
- Communicate clearly and professionally
- Share your experiences briefly
- Ask good questions
- Avoid overselling yourself or being too enthusiastic
Think of it as a screening, not a performance.
Why companies use this step:
It's efficient for hiring. It helps filter candidates early without committing to full interviews and allows both sides to see if there's a good fit in a relaxed way.
The key takeaway:
If HR or a recruiter contacts you, assume:
- You are being evaluated
- The evaluation is broad and light
- The decision might not be about your skills
Take informal chats seriously, but don't get too emotionally invested in the result.
In most hiring processes, once HR or a recruiter is involved, every interaction is evaluative. The focus is on what is being assessed, not whether you are being assessed.
What "informal chats" usually involve:
These chats often look at:
- How well you fit in (your communication style, professionalism, maturity)
- Your motivation and interest
- Your career story and goals
- Your salary expectations and availability
- Whether it's worth continuing with more interviews
They are often casual to:
- Help you feel comfortable
- Encourage openness
- Avoid making it seem like a formal interview too soon
Why you might not move forward:
Not progressing after an "informal chat" doesn't mean you did poorly. Common reasons include:
- Role expectations not matching
- Salary expectations being too high
- Cultural or communication differences
- Internal candidates or stronger profiles appearing later
- Changes in the role or hiring needs
These reasons don't necessarily reflect your abilities.
Should you treat it like an interview?
Yes, but with the right approach. This means:
- Be prepared, but not overly rehearsed
- Communicate clearly and professionally
- Share your experiences briefly
- Ask good questions
- Avoid overselling yourself or being too enthusiastic
Think of it as a screening, not a performance.
Why companies use this step:
It's efficient for hiring. It helps filter candidates early without committing to full interviews and allows both sides to see if there's a good fit in a relaxed way.
The key takeaway:
If HR or a recruiter contacts you, assume:
- You are being evaluated
- The evaluation is broad and light
- The decision might not be about your skills
Take informal chats seriously, but don't get too emotionally invested in the result.
Marty Meyer
General Manager
62
Answers
Los Angeles, California
Updated
Marty’s Answer
There's no such thing as a casual chat outside of meeting friends for coffee.
Recruiters and HR professionals conduct interviews to determine fit between their company and an individual. Prepare, prepare and prepare. If you need help, YouTube has great tutorials on how to interview. Good luck -
Recruiters and HR professionals conduct interviews to determine fit between their company and an individual. Prepare, prepare and prepare. If you need help, YouTube has great tutorials on how to interview. Good luck -
Eliza Scherrer
Human Resources
5
Answers
West Chester, Pennsylvania
Updated
Eliza’s Answer
Recruiters are often the first gateway at any company, so you need to be well prepared - even if they imply it will be an informal discussion. Remember that first impressions are incredibly important. Be sure you approach the call with positive energy, well prepared questions (that show you have done your homework), do some research on the person you will be talking to so that you can try to find some common ground to kick off the discussion, and be ready to give your "elevator speech" around who you are and what you want to do. I would plan for this call as much as I would for calls later in the process, so this is likely a very important first step that will dictate if you move forward.
Karem Lewis
Trial and Appellate Paralegal
2
Answers
Wade, ON
Updated
Karem’s Answer
A formal chat with an HR professional is still the same as an interview with them. Formal chats where they meet with you calmly and discuss your work, attendance or any attendance or issues that are being brought to their attention happens before they take measures and begin with more serious discussions actions and reproductions.
Kelly Loewenstein
Human Resources, Program Management, Learning & Development
2
Answers
Pleasant Hill, California
Updated
Kelly’s Answer
Even though the chat might feel relaxed, they're still checking if you're ready for the next steps in the interview. Get ready by learning about the role and the company. Be prepared to discuss important parts of your resume. Also, have a few questions ready in case you get to ask them.
obinna chukwu
supplies
10
Answers
Lagos, Nigeria
Updated
obinna’s Answer
A “casual chat” with HR is still an interview, just an early and informal one. It’s standard practice (especially in places like Singapore) and is used to screen candidates before formal interviews.
You still had to “pass” it because HR was checking fit, communication, and alignment. Calling it a chat mainly helps people relax—but it counts.
You still had to “pass” it because HR was checking fit, communication, and alignment. Calling it a chat mainly helps people relax—but it counts.
Ryan Morgan
Software Engineer
3
Answers
Portland, Oregon
Updated
Ryan’s Answer
Hi there Hehe! Although I work in Software Engineering now, I was an external (more to come on what that means) recruiter for 5 years and have conducted thousands of these aforementioned screens. One helpful piece of context is that not all recruiters perform the same function. Broadly speaking, there are 'internal' and 'external' recruiters.
Internal recruiters work directly for the company they are hiring for, and external recruiters typically work on commission to help fill a difficult role for their clients. Recruiting fees are hefty, so typically external recruiters don't work on entry level roles. External recruiters are brought in when there is a gap in the market and few qualified individuals to fill that role. In that sense, typically external recruiters will only work on advanced positions whereas internal recruiters can work on roles of any seniority.
If you're looking to broaden your network on LinkedIn or some such, you'll do best to reach out to recruiters who specialize in the field you're working in. Recruiters can specialize in anything from technology to administrative to manufacturing and more. Recruiters can even specialize in entry level roles, and they typically brand themselves as 'University Recruiters,' although not always. Excellent recruiters will use their social media presence for branding purposes so reading their profile even beyond their title will give you a better sense on whether a reach out to that person is valuable.
Now that we've covered all that, and you've engaged a recruiter, let's chat about what that recruiter screen is for. Recruiter screens are a mix of behavioral and technical assessment.
On the behavioral side, the #1 reason candidates are rejected is lack of brevity. I would arrive to a screen with a set of topics to cover, but if each answer to my question is 10 minutes long, we likely won't cover all the essentials. As a recruiter, if I advance you to a hiring manager conversation, I am responsible for the experience that hiring manager will have in speaking with you. If you're responses are so long winded that the conversation becomes a monologue, it's typically a very unenjoyable experience. I have almost never seen someone pass a hiring manager screen with a monologue. A good rule of thumb is to limit your responses to most questions to 90 seconds. During those 90 seconds, the challenge is to deliver a balance of content and depth, which takes practice. Before every interview, I practice a list of the top 50 or 100 most common interview questions, such as 'Tell me about a time you dealt with a professional challenge and how you overcame it.' Even though I've practiced those questions many times over, it never hurts to refresh.
On the technical side, most recruiters are seeking some subset of skills that are important to the hiring manager. Although it's great to review the job description before a recruiter screen, the job description in my experience usually doesn't tell the whole story. The description may list excellent organization, an ability to work cross functionally, strong ability to communicate and many more, but the hiring manager may value one of those above others. When I do a recruiter screen, I typically will ask to clarify what the top essentials are for the hiring manager, and then tailor my responses based on that info.
Every recruiter interaction should be treated as a formal interview. But interviews go both ways! Of course you should focus on selling your ability on the technical side, your communication abilities in selling yourself with confidence, conciseness, and depth also come into play. This is also a great time to gather info about the team, the projects they might be working on, hiring timelines, company culture and more. Another great tip is to come to every interview, not just recruiter screens, with at least 5 insightful, impactful questions that highlight your interest and excitement about the opportunity.
Internal recruiters work directly for the company they are hiring for, and external recruiters typically work on commission to help fill a difficult role for their clients. Recruiting fees are hefty, so typically external recruiters don't work on entry level roles. External recruiters are brought in when there is a gap in the market and few qualified individuals to fill that role. In that sense, typically external recruiters will only work on advanced positions whereas internal recruiters can work on roles of any seniority.
If you're looking to broaden your network on LinkedIn or some such, you'll do best to reach out to recruiters who specialize in the field you're working in. Recruiters can specialize in anything from technology to administrative to manufacturing and more. Recruiters can even specialize in entry level roles, and they typically brand themselves as 'University Recruiters,' although not always. Excellent recruiters will use their social media presence for branding purposes so reading their profile even beyond their title will give you a better sense on whether a reach out to that person is valuable.
Now that we've covered all that, and you've engaged a recruiter, let's chat about what that recruiter screen is for. Recruiter screens are a mix of behavioral and technical assessment.
On the behavioral side, the #1 reason candidates are rejected is lack of brevity. I would arrive to a screen with a set of topics to cover, but if each answer to my question is 10 minutes long, we likely won't cover all the essentials. As a recruiter, if I advance you to a hiring manager conversation, I am responsible for the experience that hiring manager will have in speaking with you. If you're responses are so long winded that the conversation becomes a monologue, it's typically a very unenjoyable experience. I have almost never seen someone pass a hiring manager screen with a monologue. A good rule of thumb is to limit your responses to most questions to 90 seconds. During those 90 seconds, the challenge is to deliver a balance of content and depth, which takes practice. Before every interview, I practice a list of the top 50 or 100 most common interview questions, such as 'Tell me about a time you dealt with a professional challenge and how you overcame it.' Even though I've practiced those questions many times over, it never hurts to refresh.
On the technical side, most recruiters are seeking some subset of skills that are important to the hiring manager. Although it's great to review the job description before a recruiter screen, the job description in my experience usually doesn't tell the whole story. The description may list excellent organization, an ability to work cross functionally, strong ability to communicate and many more, but the hiring manager may value one of those above others. When I do a recruiter screen, I typically will ask to clarify what the top essentials are for the hiring manager, and then tailor my responses based on that info.
Every recruiter interaction should be treated as a formal interview. But interviews go both ways! Of course you should focus on selling your ability on the technical side, your communication abilities in selling yourself with confidence, conciseness, and depth also come into play. This is also a great time to gather info about the team, the projects they might be working on, hiring timelines, company culture and more. Another great tip is to come to every interview, not just recruiter screens, with at least 5 insightful, impactful questions that highlight your interest and excitement about the opportunity.
Heather Whistin
Strategy & Operations Manager
1
Answer
Tampa, Florida
Updated
Heather’s Answer
An informal chat is like a first step in the hiring process. A recruiter or recruiting coordinator usually does this to learn about your experience and interests without involving the main hiring team. They decide if your background matches what the company needs before moving to a formal interview. It's important to treat this chat like an interview and be ready to talk about your experience and goals. This conversation is usually less intense, as the recruiter just wants a general idea of your background and career plans. Every conversation helps you improve your interviewing skills. Even if you don't move to the next round, each chat helps you get better at talking about your experience.
Jenna Parzivand
Recruiting Senior Manager
3
Answers
Boston, Massachusetts
Updated
Jenna’s Answer
Great question! I agree with the previous answers. An "informal chat" is usually the first step, but it's good to treat it like an interview. Even if it's casual, the recruiter is your first contact with the company, and how you present yourself will be shared with the hiring managers. It's also a chance to ask initial questions about the role to see if it interests you. Use these chats to practice your interview skills and improve your personal pitch. Even if you don't move forward, these experiences are valuable!
Carolyn (Larrivee) Harris
Recruiter
6
Answers
Philadelphia, Pennsylvania
Updated
Carolyn’s Answer
Great question! Think of every conversation as a chance to make a good impression. Recruiters often use the word "chat" to create a relaxed atmosphere and help ease any nerves, but they are also observing how you present yourself, which reflects how you might perform in the job and within the company. We use the term "chat" because when recruiters find potential matches on LinkedIn, the profiles might not be detailed enough. A quick chat helps us see if your experience fits the role we're hiring for. If it doesn't, the recruiter should inform you during the call. Keep moving forward and good luck!
Ashley Gantt
Talent Exchange Recruiting Manager - Contract Employment
6
Answers
Dallas, Texas
Updated
Ashley’s Answer
Awesome question! In this instance, I would definitely treat any conversation you have with an employer as formal and always come prepared as you would if the formal words "interview" were used. I've been a recruiting manager for almost 9 years and I can honestly say that even for my informal conversations (screens) with potential candidates so I can learn more about them and their skillset, a certain level of professionalism is still expected, which includes being able to professionally answer any of the questions asked thoroughly. This is because our job is to assess your fit for the role we're hiring for and to present you to the team for them to review. And most times, the hiring manager may only have the summary we provide to review to make a decision.
So I say, it's ok to keep it conversational, fun, and light in an informal instance because it shows personality, which we love, but it's also good to be confidently prepared professionally just in case you're caught off guard with the types of questions asked. Hope this helps!
So I say, it's ok to keep it conversational, fun, and light in an informal instance because it shows personality, which we love, but it's also good to be confidently prepared professionally just in case you're caught off guard with the types of questions asked. Hope this helps!
Jayda Harwell
Senior Talent Acquisition Operations Specialist
10
Answers
Houston, Texas
Updated
Jayda’s Answer
When HR reaches out for a "chat", treat the conversation as an evaluative screen. The goal is to assess your alignment for the role. While the tone may be more casual than a standard interview, the chat is an opportunity to demonstrate your value to the company. The interviewer will be assessing your communication skills, basic alignment with the role's requirements, and your motivations for considering the role.
As a best practice, prepare as if the "chat" is a formal interview. Review the job description in detail and research the company's values and recent wins. Highlight specific details from your research that excites you, as that will demonstrate your interest to the interviewer. Be prepared with examples of how your previous experience positions you well for the role, and what you can contribute to the team. I also recommend preparing a few questions to ask the interviewer to determine if this role is what you want to pursue. Every interaction is a two-way screen; use the time to ensure the role is right for you, just as they are ensuring you are right for them.
You may not move forward for many reasons, often due to misalignment between your experience and the current needs of the role or there are other candidates already being considered. This is why a "chat" is a great opportunity to represent yourself well. At the very least, you leave with a professional connection who has a positive impression of you. This can go a long way in the future, as you never know when a better-aligned opportunity might arise. If you leave a strong impression, you are much more likely to come to mind for those future roles.
As a best practice, prepare as if the "chat" is a formal interview. Review the job description in detail and research the company's values and recent wins. Highlight specific details from your research that excites you, as that will demonstrate your interest to the interviewer. Be prepared with examples of how your previous experience positions you well for the role, and what you can contribute to the team. I also recommend preparing a few questions to ask the interviewer to determine if this role is what you want to pursue. Every interaction is a two-way screen; use the time to ensure the role is right for you, just as they are ensuring you are right for them.
You may not move forward for many reasons, often due to misalignment between your experience and the current needs of the role or there are other candidates already being considered. This is why a "chat" is a great opportunity to represent yourself well. At the very least, you leave with a professional connection who has a positive impression of you. This can go a long way in the future, as you never know when a better-aligned opportunity might arise. If you leave a strong impression, you are much more likely to come to mind for those future roles.
Gwen Richardson
Customer Facing Prinicpal Solutions Consultant
21
Answers
Atlanta, Georgia
Updated
Gwen’s Answer
A casual chat is a great chance for the recruiter to learn more about you and what you want. It also helps them see if you're a good fit. This kind of chat can make you feel more relaxed and less nervous.
Cherisse Lausier (US)
3
Answers
Updated
Cherisse’s Answer
Hi,
Great question- it's important to treat every interaction as part of the interview and put your best self forward. Answer each question clearly and with enthusiasm to show your interest level. I recommend to research the company and role as much as you can before the first call, regardless how informal it is. If you feel prepared, you will not be as nervous and able to let your personality shine through. You can end the call by asking about next step expectations. Treat every call/ interaction with the same level of professionalism you would a formal interview. Best wishes to you.
Great question- it's important to treat every interaction as part of the interview and put your best self forward. Answer each question clearly and with enthusiasm to show your interest level. I recommend to research the company and role as much as you can before the first call, regardless how informal it is. If you feel prepared, you will not be as nervous and able to let your personality shine through. You can end the call by asking about next step expectations. Treat every call/ interaction with the same level of professionalism you would a formal interview. Best wishes to you.
Margot Tye
Software Company
3
Answers
Chicago, Illinois
Updated
Margot’s Answer
Just like everyone here, I believe that whether it's called informal or an interview, being prepared is key! Have some questions ready, be ready to talk about your background and interests, and most importantly, be yourself!
Karem Lewis
Trial and Appellate Paralegal
2
Answers
Wade, ON
Updated
Karem’s Answer
Anytime a formal chat is requested it’s almost always a discussion regarding many things. Sometimes a formal chat is the supervisor or HR person discussing with you things they have noticed regarding job performance, attendance and they have a calm chat to mention their concerns to you so behaviors can be addressed.
Isabel Atkinson
Human Resources
2
Answers
Edmond, Oklahoma
Updated
Isabel’s Answer
Hi,
This is a very fair question!
Typically, when HR schedules a quick chat or short phone interview, it’s meant to be an initial screening conversation. The goal isn’t to evaluate you in depth just yet, but to confirm a few key things:
That you are who your resume presents you to be
That you can communicate your background clearly
That you’re still interested in the role
That your basic qualifications and expectations align with the position
To give you a brief overview of the job and company before moving you forward
These conversations help make sure no one’s time is wasted. For example, it prevents situations where a candidate makes it through the full process only to discover the role isn’t remote or the schedule doesn’t fit what they’re looking for.
If this situation comes up again, I recommend preparing just enough to feel confident:
Re‑review the job description before the call
Be ready to speak clearly about your experience and what you’re looking for
Have an honest conversation about your interests and fit
Ask your own questions to understand whether the company, team, and job align with what you want
Remember, these conversations are as much for you as they are for the employer. It’s your opportunity to gather information and decide if the role is truly a good match.
This is a very fair question!
Typically, when HR schedules a quick chat or short phone interview, it’s meant to be an initial screening conversation. The goal isn’t to evaluate you in depth just yet, but to confirm a few key things:
That you are who your resume presents you to be
That you can communicate your background clearly
That you’re still interested in the role
That your basic qualifications and expectations align with the position
To give you a brief overview of the job and company before moving you forward
These conversations help make sure no one’s time is wasted. For example, it prevents situations where a candidate makes it through the full process only to discover the role isn’t remote or the schedule doesn’t fit what they’re looking for.
If this situation comes up again, I recommend preparing just enough to feel confident:
Re‑review the job description before the call
Be ready to speak clearly about your experience and what you’re looking for
Have an honest conversation about your interests and fit
Ask your own questions to understand whether the company, team, and job align with what you want
Remember, these conversations are as much for you as they are for the employer. It’s your opportunity to gather information and decide if the role is truly a good match.
Karin P.
Lecturer, Academic Advisor, Career Coach
1091
Answers
Göttingen, Lower Saxony, Germany
Updated
Karin’s Answer
Hi hehe,
An "informal chat" is basically an early screening instrument. The headhunter finds your background/profile interesting and wants to check you out in person. Depending on the headhunter and the industry they work in, they might have a current opening or they might check you out for future openings. It is still an interview though! Actually, any interaction with headhunters or HR is an interview. They would not spend any work hours on you otherwise.
I hope this helps! All the best to you!
KP
An "informal chat" is basically an early screening instrument. The headhunter finds your background/profile interesting and wants to check you out in person. Depending on the headhunter and the industry they work in, they might have a current opening or they might check you out for future openings. It is still an interview though! Actually, any interaction with headhunters or HR is an interview. They would not spend any work hours on you otherwise.
I hope this helps! All the best to you!
KP