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Interview success can depend on how you schedule interviews

tanayagrawal.substack.com

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Re: Interview success can depend on how you schedule interviews

#21

Post by andrewflnr »

UncleOxidant wrote: post #17
elevanation wrote: post #2

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…

Their actionable advice is in the sentence before that. You're quoting a supporting motivation and treating it like the thesis.

Re: Interview success can depend on how you schedule interviews

#22

Post by tanayagrawal19 »

zebnyc wrote: post #19

I have a few as well: - 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 th…

This is super valuable! Thank you for sharing :)

Re: Interview success can depend on how you schedule interviews

#23

Post by tanayagrawal19 »

bgibbons wrote: post #18
tanayagrawal19 wrote: post #10

Earlier quoted context omitted.

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.

I think this is true to a certain point as it provides signal for high enthusiasm for a given role - huge plus if you meet all the other weightier requirements.

Agreed

Re: Interview success can depend on how you schedule interviews

#25

Post by wbsss4412 »

wpietri wrote: post #20
UncleOxidant wrote: post #17

Earlier quoted context omitted.

> 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…

For sure. 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.

Are you implying there is a negative correlation or no correlation?

Unfortunately “being good at interviews” is generally what gets people jobs everywhere, so I’m not sure what point you’re making to begin with.

Re: Interview success can depend on how you schedule interviews

#26

Post by Kranar »

wpietri wrote: post #20
UncleOxidant wrote: post #17

Earlier quoted context omitted.

> 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…

For sure. 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.

Definitely has not been my experience. People who interview well are generally excellent communicators and communication is of utmost importance when working with a team.

Re: Interview success can depend on how you schedule interviews

#27

Post by chrisBob »

chiefalchemist wrote: post #24

The #1 Rule of Thumb I've read and used is: try to be as close to last as possible. The point being, you want to be fresh in their minds. Going early is not the way to do that.

Some places are interviewing for a single open role, conduct all interviews and then make a decision from that candidate pool. Being towards the end might be an advantage in that case.

Other places open up several new roles, and conduct rolling interviews until all are filled. In this case I would rather get in early and compete for one of N positions instead of competing for the final one. With several similar roles open they could also decide which fits you the best and make the offer based on that. When there is only one junior position still open, that might be the only option.

Re: Interview success can depend on how you schedule interviews

#28

Post by UncleOxidant »

andrewflnr wrote: post #21
UncleOxidant wrote: post #17

Earlier quoted context omitted.

> 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…

Their actionable advice is in the sentence before that. You're quoting a supporting motivation and treating it like the thesis.

They're actionable advice was:

"getting and applying professional feedback for one's interview skills has a better ROI in my opinion."

And I specifically addressed that: it's difficult to get any actionable interview feedback because companies tend not to supply much (if any) useful interview feedback probably due to legal concerns.

Re: Interview success can depend on how you schedule interviews

#29

Post by JamesBarney »

UncleOxidant wrote: post #17
elevanation wrote: post #2

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…

You might have missed him starting off his comment with actionable advice.

> getting and applying professional feedback for one's interview skills has a better ROI in my opinion

Re: Interview success can depend on how you schedule interviews

#30

Post by tanayagrawal19 »

chrisBob wrote: post #27
chiefalchemist wrote: post #24

The #1 Rule of Thumb I've read and used is: try to be as close to last as possible. The point being, you want to be fresh in their minds. Going early is not the way to do that.

Some places are interviewing for a single open role, conduct all interviews and then make a decision from that candidate pool. Being towards the end might be an advantage in that case. Other places open up several new roles, and conduct rolling interviews until all are filled. In this case I would rather get in early and compete for one of N positions instead of competing for the final one. With several similar roles…

This!
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