Absolutely, the interview is often the only part of the process where candidates are assessed as a person rather than just a profile or score. It’s where institutes evaluate clarity of goals, communication skills, attitude, and fit with the program.

Two candidates with similar percentiles and profiles can end up with very different outcomes purely based on how well they articulate their thinking and handle questions. A strong interview can offset small profile gaps, while a weak one can undo the advantage of a high score.

That’s why interview prep isn’t about scripted answers, but about learning to structure thoughts, defend opinions, and stay composed under pressure.

I’ve seen this play out very clearly in real interviews. One candidate I know had an average percentile compared to others in the panel, so on paper he wasn’t among the strongest profiles. But during the interview, he was able to clearly explain his work experience, admit where he had struggled, and show how he had learned from those situations. The panel spent most of the time discussing his projects and decision-making rather than his score.

Later, he converted the call while some higher-percentile candidates did not. The only visible difference was interview performance  clarity of thought, honesty, and the ability to reflect on experiences. This shows that the interview is not just a formality. It can genuinely change outcomes by helping the panel see the person behind the numbers. Focused preparation helps candidates present their journey meaningfully, which can directly impact final selection decisions.