Interviewing can be like dating! 😍 If a firm REALLY likes you, then after an interview they won't: - Tell you they have loads of other applicants to see - Not worry if you have other interviews - Ignore your messages and calls - Give you a bad experience - Refuse a second meeting - Make you wait weeks - Ghost you And you won't be ruled out for: - Living too far away - Being the wrong age - Having the wrong experience - Or for having too many changes! 🤷♂️ 🔥 Hiring is all about people. Bringing people together 💕 PS- Hiring's easier if you understand the psychology. Someone said to me yesterday that most people are bad at dating! Do you agree with the above?
Calling? Really? Do people still do it? 🧐
It is a bit like dating really. I guess all the candidates need is a good Cilla Black (she was ace), "come on our Ben, let's meet the candidates."
This is an incredibly helpful filter to use in trying to decode signals. The problem often arises when the internal talent team get in the way of, or try to sanitise feedback. A problem multiplied by the relatively recent phenomenon of 5 or 10 360 degree interviews. My advice would be to treat each one of those interviews like a date and ask for feedback on the spot. Don't wait for it to be made into consensus soup by others later. You'll win one solid vote at a time.
Disagree Applied for a job out of state. I want to move to that state. Am willing to pay expenses myself. >mentioned me moving in my cover letter. After the first interview, I was offered a second. During the second the following things came up as to why I could not go to the final step - You do not live in the area - You are close to retirement and we want someone who will stick around - even though you have over 16 years of banking experience your tech experience is a bother. I can disclose the company because of the lawsuit pending for age dicrimination
I tell all my candidates that job searching is like dating - both parties have to be interested! As a recruiter, you want to make sure that you are placing candidates in roles that align with their skill set, background, and future goals. From a hiring manager standpoint, you need to make sure that you are working with individuals who have similar goals / mindsets, and you are able to foster the candidates future goals! If an opportunity doesn't go your way remember to think of it as a blessing in disguise - everything happens for a reason and your perfect (job) match is out there 😉
I have been ruled out for living too far from the office and companies have specified tgat they will only consider candidates in certain locations.
An interview is a sales process and we all know if a prospect isn’t talking to you, they are talking to someone one else
Agreed. I’ve used this analogy before. Applying to a bunch of jobs is like speed dating. Networking with people is like asking friends to introduce you to a single person whom they think would be a good match.
CCSM | Head of Business Operations | Co-founder of Customer Success - Helsinki NGO
2wI love this post, Ben. Yes, I also think that we (people) forget how to date in the real world, we hide behind screens and applications. We know how to swipe :) Same with interviews and recruiting, that's why it is so challenging, we learn how to be ourselves and still, get what we want (the open role). I remember the talk of CEO of Tinder that I heard last year on SLUSH (startup expo), she said that they realize we need to teach people how to actually make a connection. They were going to use AI for that, teach and empower humans to start talking, to be engaging. Not fully the same, but something similar with hiring.