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When I interview people if they really bomb I just let them go down the wrong path and eventually get to a recommendation so I can have it end 5-10 minutes early. I have other colleagues that will constantly correct people and let them know when they’re wrong. No one answer.
I will usually give them 1 or 2 nudges early on if I see they’re going the wrong way with it. But beyond that, I do something similar to SM1
I hire people. My candidates do the case study on their time but inside a limited window (1-2 days). They then present the case study to me and my team. If someone bombed the case study I cannot imagine a circumstance where I would still hire them.
And sorry I can’t answer the more direct question of - do I hurry them along or something else because they don’t get to that point. It’s usually obvious that someone bombed when they turn in the initial homework. I just don’t call them in for the presentation. The presentation is really a formality to see how their presentation skills are, and a test to make sure they know their shit and didn’t have their friend do it for them. I give candidates a 3 part question, but it depends on the role being recruited. One I wrote recently for like “data in companies systems lacks the following attributes or is dirty in the following ways, describe how this will impact the outcomes of the year end compliance processes” - that one was a technical question to ensure they actually know the compliance processes listed in the job req. Another part of the question is project management skills “a huge piece of legislation is coming that requires the company to do Y, xxx details, write up a project plan summary, high level timelines, and list of stakeholders you would contact to kick off this project”. And then sometimes I take the 3rd question live rather than in the advanced homework but I like “How many members does USAA insurance have? Walk me through your thought process and assumptions you would use to estimate that number”.
Always help people who do terribly through the case. 1) There’s no point in being mean since not doing well on a case doesn’t mean the candidate is a terrible person and 2) Don’t want them to talk about how shitty we are to their friends (who may get offers). Basically just try to make it as easy as possible if I know I’m a no. I.e.. “Have you thought about…” and just giving them all the numbers and calculations they need to do.
I’ve had an interviewer just stare at me for a good 30 minutes without giving me any directions 😂😂😂 Looking back, definitely good that I don’t work there
I’ve bombed one back in the day - McK. Something about pricing carbon credits in the international energy market. I mightly struggled for a good 30 min before the interviewer took pity on me and stated asking me behavioral questions 😂