{ "media_type": "text", "post_content": "I’ve always gotten the advice that when you want to switch jobs you should take interviews from places you’re not actually interested in, so you can understand your value in the market and have better negotiating power.\n\nI’m doing that rn - took a couple interviews to gauge my skills, my market value, and see what I need to work on for interviews that I actually care about. \n\nHowever, I feel really guilty about wasting their time and going all the way knowing I’ll just say no at the end. Wwyd?", "post_id": "6107215e174ec6002a47c10e", "reply_count": 7, "vote_count": 4, "bowl_id": "5d27c2f046b581001b2fae8f", "bowl_name": "Product Management" }

I’ve always gotten the advice that when you want to switch jobs you should take interviews from places you’re not actually interested in, so you can understand your value in the market and have better negotiating power. I’m doing that rn - took a couple interviews to gauge my skills, my market value, and see what I need to work on for interviews that I actually care about. However, I feel really guilty about wasting their time and going all the way knowing I’ll just say no at the end. Wwyd?

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Recruiters waste people’s time and ghost candidates all the time. Dont feel bad

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As a hiring manager, that approach is tough to read. Putting someone through a full interview process can take 10+ hours of people’s time collectively. And it’s not just faceless “management”. It’s recruiters, and everyone on the interview loop, people who put together the offer package, etc. It means the role gets filled more slowly making it harder on the team, and the person who could be getting that job is potentially unemployed or in the job seeking process for a little longer. All of those people have more to do than time available to them and using them as practice piles on to that, adds more to their to do list, and stress to their lives. And add on to that the disappointment when a good candidate rejects an offer, and you could be making some people’s lives materially worse. I know when I lose a great candidate I spend real time questioning what I could have done better. All that’s to say, this approach has consequences.

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The interview process is a 2 way street. A part of the interview process’ JTBD is also to get the candidate interested. This is often overlooked, goes a long way towards getting the candidates converting. When a company / hiring panel is energised, the candidates pick up on it easily and subconsciously. If on the other hand, the hiring panel is uninterested, unprepared, asking irrelevant questions, don’t even know which position they are interviewing for, have not even looked at the candidates resume before the interview (all of which have happened to me), then no matter how prestigious the company, it leaves a bad taste in the candidates’ mouth. Not everyone can be FAANG, but everyone can be super excited about the company / role / position they are hiring for.

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I would feel more sympathy for them if I hadn't spent so much of my life in interviews. Somehow, that just seems like sweet revenge to me.

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So what I like to do is take the INITIAL interview. If I'm positive I don't want it I don't go through the whole thing. In the meantime it tells me a bit more about what's out there and I still keep the slightest open mind about it just in case there really was something better there.

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That seems like a fair balance

By the end of it, quote a salary that's a huge stretch goal for the firm and see what they come back with.

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