How to handle informal conversations with potential employers

You’re a few stages into a recruitment process and you get the message: “Would you be free for an informal chat?”

Whilst that can sound reassuring, these conversations do sit in a slightly unusual space. They can provide valuable additional insight for both candidates and employers, but it’s important to approach them in the right way. Just as importantly, they are often where you can create real differentiation.

So what are informal conversations actually for and how should you approach them?

What informal conversations are used for

An informal conversation is often a decision-shaping conversation for an employer.

It might happen:

• At the start of the recruitment process, as a sense-check
• Towards the end, when an organisation is deciding between strong candidates
• When a hiring manager wants to understand how someone may contribute to the team and organisation.
• When there are multiple roles or funding scenarios under consideration

It could be over coffee, on a video call, or in the office and the format is usually more relaxed and less structured than a typical interview but that shouldn’t mean you treat it informally.

From the employer side, it’s often about:

• How you communicate without preparation
• Whether your motivation feels genuine
• How well you understand the mission, values and realities of the organisation
• Whether you feel like someone they want to work with day-to-day

It’s also an opportunity for you to assess them – how they think, how they lead, and to test whether the reality of the role matches your expectations.

How it differs from a formal interview

You’re unlikely to be asked competency questions or scored against a matrix but that doesn’t mean you’re not being assessed.

Instead, the emphasis shifts to:

• Conversation rather than questioning
• Values, judgement and curiosity
• How you think and respond in the moment
• Whether the interaction feels natural and credible

This is where employers notice things like:

• Whether you can explain your career clearly
• How you speak about previous organisations
• Whether you listen as much as you talk
• If your interest goes beyond “this seems like a good job”

How to present yourself

You don’t always need full interview attire, but you do need to look intentional. As a general rule, dress for a normal working day. Smart, comfortable and appropriate for the sector you will be working in.

How to prepare (yes, you still need to)

The biggest mistake candidates make is assuming preparation isn’t necessary. In reality, preparation matters, but here the goal isn’t to rehearse answers. It’s to feel confident enough to not over-rehearse. The strongest candidates strike the balance: prepared, but not scripted.

These should be natural, authentic two-way conversations.

Make sure you:

• Understand the organisation’s purpose, funding model and current challenges
• Can clearly explain why this organisation and this role interests you
• Are ready to talk confidently about your experience and impact
• Can articulate what you’re looking for next and why

This is also your opportunity to ask thoughtful questions that show you’ve done your research and are thinking seriously about the fit. Remember that recruitment is a two-way process. Use the conversation to understand the culture, leadership style and priorities of the organisation so you can decide whether it feels like the right fit for you.

Be aware of your tone

Because the conversations feel more relaxed and friendly, it’s easy to slip slightly off balance – either becoming too casual or trying too hard to perform.

Be mindful of:

• Speaking negatively about past employers or colleagues
• Speaking too much (or not enough)
• Appearing too casual about the role or organisation

Remember that everything you say contributes to their overall impression of you.

Approach with awareness, not anxiety. Overthinking can come across just as clearly as under-preparation.

Always follow up

If you’d follow up after a formal interview, do the same here. A short thank you email reinforces your interest and professionalism.

The bottom line

If you’ve been invited to have an informal conversation, that’s usually a good sign. It’s usually a sign that the organisation sees potential and wants to explore it further.

While these conversations may be informal in format, they can have a significant influence on the outcome of the recruitment process, so treat them with the same level of respect and thought as any other stage. If you approach them in the right way, they can be one of the strongest opportunities you’ll get to show who you are beyond your CV and to decide whether the organisation feels right for you.