Behind the Scenes of Hiring: What an HR Leader Really Looks For in Entry‑Level Candidates

Hiring does not work the way most entry-level candidates think it does.

Behind the scenes, interviews are not scored like exams. No one is tallying perfect answers or waiting for you to recite the “right” script you memorized the night before. While candidates stress over every word they say, the person hiring is watching for something else entirely.

What actually decides who gets the offer happens in real time while the conversation is unfolding. And unless you have sat on the hiring side of the table, you have probably never been told what that really looks like.

This is the behind-the-scenes view most entry-level candidates never get access to, which is exactly why I sat down with Tiffany Streby, an experienced HR leader who has hired across multiple large organizations, including manufacturing, consumer products, and B2B companies.

Tiffany has reviewed thousands of resumes, interviewed candidates at every level, and coached leaders on hiring and performance decisions.

In this conversation, she shares what actually matters when you’re applying for your first job, why some candidates don’t make the cut, and how students and early‑career professionals can stand out without pretending to be more experienced than they are.

👉 This is the kind of career clarity most people only get after years of trial and error.

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🎥 Watch the Full Interview with Tiffany Streby

Insider tips for interviewing and working from hr manager tiffany streby

Why Most Entry‑Level Candidates Feel Lost After College

One of the first things Tiffany shared was something many post‑grads experience: the shock of realizing that most of what you learned in school doesn’t directly map to your first job.

That disconnect often leads to self‑doubt.

Students assume they’re behind. That they picked the wrong major. That everyone else knows something they don’t.

From the hiring side, Tiffany sees it differently.

She looks for patterns, not perfection. Effort, not polish. Curiosity, not credentials.

And that perspective alone can change how you approach your resume, interviews, and early career decisions.

What HR Actually Looks For in Entry‑Level Hires

If you’ve been stressing about GPA, here’s the truth from someone who actually hires.

Grades matter far less than how you spent your time.

Tiffany explained that she looks for a story on a resume:

Did you work while going to school?

Were you involved in clubs, leadership roles, or volunteer work?

Did you balance multiple responsibilities at once?

A slightly lower GPA paired with real‑world responsibility often signals stronger work ethic, accountability, and adaptability.

Those traits are hard to teach. Which makes them incredibly valuable.

How to Stand Out Without Corporate Experience

Most entry‑level candidates make the same mistake: they downplay their experiences because they don’t feel “professional enough.”

Summer jobs. Campus roles. Volunteering. Leadership in student organizations.

From an HR perspective, those experiences absolutely count.

Tiffany recommends preparing three to four core stories you can adapt to different interview questions. Flesh out stories that show:

• Problem‑solving
• Adaptability
• Accountability
• Curiosity
• Customer or people awareness

The goal isn’t to memorize answers. It’s to know your experiences well enough to connect them to the question being asked.

That’s what makes a candidate sound confident instead of rehearsed.

PS: Need help building stories that get you hired? Get my free Post-Grad Life Resume Template here.

The Interview Question That Reveals Everything

There’s one interview question Tiffany almost always asks:

“Tell me about a time you failed.”

She’s not looking for a perfect recovery story. She’s listening for ownership.

• Do you take responsibility?
• Do you blame other people?
• Can you explain what you learned and how you adjusted?

In today’s workplace, adaptability and growth mindset matter more than flawless execution.

Especially as roles continue to change with new technology and evolving expectations.

The Biggest Interview Mistake Candidates Make

When the interviewer asks, “What questions do you have for us?” silence is a red flag.

Not because you’re expected to impress them.

But because interviews are a two‑way decision.

Strong candidates ask questions about:

• How success is measured in the role
• What onboarding looks like
• Team culture and values
• Growth and development opportunities

Curiosity signals engagement. And engagement signals potential.

Stop Selling Yourself Short

The biggest myth early‑career professionals believe is that they need to be more impressive.

In reality, hiring managers are looking for people who are self‑aware, curious, and willing to learn.

You don’t need to have it all figured out.

You need to understand how hiring really works and how to tell your story without selling yourself short.

That’s what this conversation is about.

And it’s exactly the kind of insight that makes the transition from college to career feel a lot less overwhelming.

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