Anonymous wrote:

Anonymous wrote:

Anonymous wrote:How much does a candidate’s success depend on “vibes”?

What do you wish more people would know about interviewing, and what advice would you give people to make them better interviewers generally?

Great question! 60% Competence for the job / 40% vibes. Or some combination. When I interview you, I want to QUALIFY you, AND I’m asking Will the team like working with you.

Advice: Despite some funny stuff on TikTok these days that portray the candidate pulling one over on the recruiter or excelling by using AI during the interview - my advice is don’t do it. I can tell when you are reading when your eyes move back and forth. And you come across as flat, no affect, no personality. (Seriously, try recording yourself and watching it back). Just be prepared, know that you are qualified for the role, and go with the interview flow. Especially in the first rounds - like you KNOW what is going to be asked! There are like 10 questions that recruiters use up front. Also know this - I as the recruiter (with hundreds of candidates in the funnel) am clicking into our video call wanting to LIKE you.

Thanks this is helpful. What are the ten questions asked up front?

1) tell me about you
2) walk me through your resume / background
3) why are you looking to make a move now?
4) what are you looking for in your next role
5) what are your strengths / opportunities
6) what would your previous boss, peers, direct reports say about you
7) behavioral based - tell me a time when question
8) Do you have experience with (something in the job posting which you already should be aware of)
9) Do you have experience with (a second something in the job posted which you already should be aware of) remember we are qualifying you!
10) what are your salary expectations

OP (or any recruiter) - what platforms do you use for finding new grads?

what does two weeks notice mean to you if anything nowadays?

I work for a F500 in a senior mid management role (aka senior director, senior VP etc). I don't know what kind of employer you have but if you're at another major brand name company, do you tend to prefer hiring people who also came out of the F500s or there's no real preference or bias in the employment history? Does who you worked for stand out in a significant way? Just asking out of curiosity as I've always been in the F500s since leaving college.

If you’re an internal candidate for a job, do you still need to send thank you notes to interviewers?

If you see a company you applied to checked your LinkedIn, are they checking all applicants’ LI pages? Or only a select few? Any tips of what to have/not have on LI profile when job-hunting?

Anonymous wrote:

Anonymous wrote:How much does a candidate’s success depend on “vibes”?

What do you wish more people would know about interviewing, and what advice would you give people to make them better interviewers generally?

Great question! 60% Competence for the job / 40% vibes. Or some combination. When I interview you, I want to QUALIFY you, AND I’m asking Will the team like working with you.

Advice: Despite some funny stuff on TikTok these days that portray the candidate pulling one over on the recruiter or excelling by using AI during the interview - my advice is don’t do it. I can tell when you are reading when your eyes move back and forth. And you come across as flat, no affect, no personality. (Seriously, try recording yourself and watching it back). Just be prepared, know that you are qualified for the role, and go with the interview flow. Especially in the first rounds - like you KNOW what is going to be asked! There are like 10 questions that recruiters use up front. Also know this - I as the recruiter (with hundreds of candidates in the funnel) am clicking into our video call wanting to LIKE you.

Thanks this is helpful. What are the ten questions asked up front?

Thanks OP. Further to the above question, if a candidate really wants the job and is qualified, what can give him/her an advantage in the interview over other candidates?

Anonymous wrote:OP what are some non-glaring situations, actions or characteristics that would knock an otherwise good-on-paper candidate out of the running during the interview process?

The biggest one is challenging to overcome. You know when you’ve applied to a job that you’re not really into? For every 10-15 interviews I do, there is one candidate like that. You know you’re not into it. And *I* know you’re not into it. I can tell in the first ten minutes. You looked good on paper but I’m not moving you forward in the process. I get it. It’s a tough job market so folks are applying to everything, even the roles in the margins. I don’t have advice here except that instead of a positive ‘I building my interview muscles’ experience, it might end up being a defeating ‘I can’t land Anything’ moment. So I guess I’d say every once in a while evaluate your job application process and your target roles.

OP what are some non-glaring situations, actions or characteristics that would knock an otherwise good-on-paper candidate out of the running during the interview process?

Anonymous wrote:Who writes the JDs? Is that your job, recruiter? Or is it for the hiring manager? In the screening interview are you primarily checking to see if the candidate matches properly with the JD?

Hiring Manager completes a template. When I do an intake with the hiring manager I may tweak the requirements or skill set based on our convo. Scroll to see my previous comment regarding 1st round interview - Qualify, salary expectations, overall fit.

Who writes the JDs? Is that your job, recruiter? Or is it for the hiring manager? In the screening interview are you primarily checking to see if the candidate matches properly with the JD?

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I applied for a job over 6 weeks ago (job posting had been live for around 4 days when I applied). I heard nothing until this week, when I was invited for interview. I had assumed I wasn’t in the running for this job anymore based on the length of time since I applied. Why did it take 6 weeks? I assume their top candidates declined? Or something else?

Likely that they had other candidates in the funnel that didn’t make the cut through the progressive interview rounds. So the recruiting team went back to the well. I have 5 candidates at the top of an IT funnel right now. I’ve vetted their resumes and they are a good match for the job. However I have one candidate in final round interviews this week. And two more behind him if he doesn’t pan out. IF for some reason any of the three aren’t selected for the role, I’ll go to that group of 5. If I do, it will be after Spring break and they applied late February. It’s just what happens in the recruitment process.

That’s interesting too - do you tend to run a few top candidates simultaneously, getting them all through the various stages and then comparing at the end, or do you only push the top candidate to the final round and then the others only if the top one doesn’t work out?

We move tranches of 4-5 candidates at a time. Invariably in late stages it narrows to the top 3. Someone goes to the final interview first. That’s where we are now with this role. This candidate is a total fit so if the exec likes him, we’re moving to an offer. I have another role where it’s neck and neck between two candidates. We’re pushing both through to the end because the role is a little more high profile and it is more critical that we get that capability and fit right.

Anonymous wrote:

Anonymous wrote:I applied for a job over 6 weeks ago (job posting had been live for around 4 days when I applied). I heard nothing until this week, when I was invited for interview. I had assumed I wasn’t in the running for this job anymore based on the length of time since I applied. Why did it take 6 weeks? I assume their top candidates declined? Or something else?

Likely that they had other candidates in the funnel that didn’t make the cut through the progressive interview rounds. So the recruiting team went back to the well. I have 5 candidates at the top of an IT funnel right now. I’ve vetted their resumes and they are a good match for the job. However I have one candidate in final round interviews this week. And two more behind him if he doesn’t pan out. IF for some reason any of the three aren’t selected for the role, I’ll go to that group of 5. If I do, it will be after Spring break and they applied late February. It’s just what happens in the recruitment process.

That’s interesting too - do you tend to run a few top candidates simultaneously, getting them all through the various stages and then comparing at the end, or do you only push the top candidate to the final round and then the others only if the top one doesn’t work out?

Anonymous wrote:I applied for a job over 6 weeks ago (job posting had been live for around 4 days when I applied). I heard nothing until this week, when I was invited for interview. I had assumed I wasn’t in the running for this job anymore based on the length of time since I applied. Why did it take 6 weeks? I assume their top candidates declined? Or something else?

Likely that they had other candidates in the funnel that didn’t make the cut through the progressive interview rounds. So the recruiting team went back to the well. I have 5 candidates at the top of an IT funnel right now. I’ve vetted their resumes and they are a good match for the job. However I have one candidate in final round interviews this week. And two more behind him if he doesn’t pan out. IF for some reason any of the three aren’t selected for the role, I’ll go to that group of 5. If I do, it will be after Spring break and they applied late February. It’s just what happens in the recruitment process.