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> You should avoid scheduling interviews post-lunch Interesting opinion when weighed against studies like PNAS' famous parole decision study that found morning and right after lunch were the most favorable rulings: https://www.pnas.org/content/108/17/6889
While interview success "can" depend on these, along with 100s of other factors, these are most likely not the principal contributing factors to interview success on average. So, sure, if you've got the principal factors figured out, optimize to this level, but if not, your energy will be far better spent elsewhere (e.g. understanding the most likely asked questions for a company, and the framework they evaluate on,…
Rule 1: get through the process as quickly as possible.
Rule 2-5: slow down the process by putting these specific restrictions on when to schedule your interviews.
While this is an interesting optimization strategy, getting and applying professional feedback for one's interview skills has a better ROI in my opinion. If you're amazing at interviews, the interviewer will remember you and want to hire you. They will even rave about you to their colleagues... "Hey, this person was awesome, we need to hire them." Accomplish that special human ability, and you don't have to worry abo…
> You should avoid scheduling interviews post-lunch Interesting opinion when weighed against studies like PNAS' famous parole decision study that found morning and right after lunch were the most favorable rulings: https://www.pnas.org/content/108/17/6889
It seems unlikely that this study reflects the effects of hunger: https://news.ycombinator.com/item?id=14701328 .
The problem is that the researchers were eager to conclude that hunger can influence case outcomes, and unable to consider the possibility that hunger can influence case scheduling.
While this is an interesting optimization strategy, getting and applying professional feedback for one's interview skills has a better ROI in my opinion. If you're amazing at interviews, the interviewer will remember you and want to hire you. They will even rave about you to their colleagues... "Hey, this person was awesome, we need to hire them." Accomplish that special human ability, and you don't have to worry abo…
"It's easy, you just..."
Most of us are not amazing at interviews so telling people to be amazing at interviews isn't too helpful. Interview feedback tends to be pretty sparse. Often you don't hear anything back unless you got the job. Even if you do get a "no" response it will be light on details (and it's usually this way due to legal concerns). It's difficult to improve a skill when there's little or no feedback and what feedback you do get is vague.
Earlier quoted context omitted.
Came to say the same thing. As a candidate you really don't control internal processes and I don't believe you can influence the scheduling much. If they like you (and you like them), everything will happen fast.
I so wish this to be true! But it is not always the case. You as a candidate can power through the interviews(scheduling), get ahead of the line, and indeed influence decision making.
- You will face rejection (likely a lot). Don't take this personally and don't let it affect your confidence.
- Unless you are an outstanding interviewee, this is like a skill/muscle which you need to develop and practice. Hence ensure that you don't schedule your "dream job/company" early in the process. Keep practicing.
- Always have a beginner / practice mindset. Otherwise, you will accept the first (suboptimal) offer that you get as you will hate the interview rigmarole. Interviewing is annoying / painful. Accept it and work through it.
- Keep applying and talking to companies even after you have started negotiations. There have been companies which have told me that another candidate accepted before me( and hence the position is no longer available) even when they have "granted me time" to make my decision. Similarly companies rescind offers.
- Blowing hot(too many interviews in a short while) and cold (no interviews / interviews for a while) can be debilitating to your confidence. Hence ensure that you have a pipeline of interviews so you are talking to at least 1 company a week.
- Take notes and reflect on your performance in each interview and how you can do better.
While this is an interesting optimization strategy, getting and applying professional feedback for one's interview skills has a better ROI in my opinion. If you're amazing at interviews, the interviewer will remember you and want to hire you. They will even rave about you to their colleagues... "Hey, this person was awesome, we need to hire them." Accomplish that special human ability, and you don't have to worry abo…
> If you're amazing at interviews... Accomplish that special human ability "It's easy, you just..." Most of us are not amazing at interviews so telling people to be amazing at interviews isn't too helpful. Interview feedback tends to be pretty sparse. Often you don't hear anything back unless you got the job. Even if you do get a "no" response it will be light on details (and it's usually this way due to legal concer…
And I also am not sure I want to work at a place where being really good at interview skills is what gets people jobs. The correlation between "interviews well" and "collaborative, productive coworker" isn't very strong.