As a hiring manager I always know from the screening/1st interview who I am going to hire. What do you think ?

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That's very problematic. It would be ignorant to think we walk through life without a very specific set of biases that might influence important decisions.

There's a reason the hiring process involves several folks, discussions, rubrics, score-cards etc.

That being said, if the scope of the JD is too broad, and you get a lot of weak candidates and 1-2 passable ones, you might need to improve your process.

likesmart

That’s fine. As job candidates we only get one shot to make a good first impression so we should do our best. If we don’t get the job, we at least get valuable interview practice so we can be better prepared going into the next interview.

likesmart

Try not to have Bias (maybe you like to hire people with similar opinions) I normally ask someone else to interview the candidate as well before I make a decision to avoid biases.

likesmart

After a 1st interview I know who I am NOT going to hire. I have a list of things to tease out and focus on for any subsequent interviews. I know whether I genuinely would want to work with them after the first.

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Absolutely agree. As a hiring manager, I base some of my decision on first impressions and gut feelings. The first candidate I interview always sets the bar for the rest. I also only interview 3-4 candidates. By the end of the first round, I already have a preference for who gets an offer but still keep options in case a candidate does better on the second round and may change my mind.

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Interesting, I feel the same way as the person being interviewed. If I vibe with the hiring manager and I’m confident that the interview went really well, then I know I will likely get a job offer.

I think people really underestimate the power of good first impressions. If a candidate has already been chosen for interviews, then they’re most certainly qualified on paper. At that point, you just want to confirm that they aren’t bullshitting you and that they have a good personality. It’s pretty straightforward from there.

likesmart

I may have a few contenders after first round of interviews, but always know of first interview if they’re a potential hire or not

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I think this answer is fine, the purpose of the first interview is to scope people out. But knowing for sure you'll hire them after a 30-60min convo is quite risky.

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I think it depends on the industry. In a previous position, I hired student workers for a college. Sometimes I knew right away, and other times students were so nervous they would blow the first interview. If they seemed like a good candidate, but didn't perform well, I'd give them a 2nd chance. instead of being in a conference room, I'd take them on a tour of some of the classrooms we support. I'd still get the information needed, while also making the interview more relaxing.

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What are the biggest tip-offs to you in that first interview?

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Are you in HR or another field?

Well that makes sense if a person doesn't have knowledge of the said field then i suppose

Sponsorship plus 1 interview.

That’s good! As an applicant I would love to hear what you think about the current state of even GETTING to the interview process. I personaly know a lit of people who are stuck in a cycle of applying to maybe 150-200 jobs before they even get in ited to the interview. And for MOST of those jobs, they would be an A+ fit. Usually, getting to the interview requires some external leverage, a good word from an employee already there, or an old acquientance that has connections. It seems nearly impossible to enter any serious industry without those things. So, I guess my question is; do you think that “networking” is overly valued, or, is the system working?

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