This happened to me in an interview and it was at that point I realised I must have been "in" virtually. When I thought back after the interview it was a key point where I thought "why would they bother giving me a tour and taking me through the security procedures if they weren't going to make an offer?"
They did offer, and I accepted and worked there for two years.
Later when we were hiring others for a similar position I realised that I must have looked like gold because we got some major dropkicks for candidates.
Dataceptionist
@
Aug 11, 2008 21:11:34 PM
Anonymous: There are two reasons that people usually advise that you treat all candidates consistently, ask the same questions, etc.: (1) It ensures that you don't throw softballs to one and hardballs to another, thus allowing you to evaluate each on a reasonably objective foundation of information, and (2) It's one of many things that can help protect you from discrimination claims.
However, there's nothing inherently discriminatory, unfair, or risky about deciding that one candidate is strong enough to be moved to the next stage (office tour, for instance) and one isn't. It's perfectly fine to funnel weaker candidates to the end of the process faster and funnel stronger ones to additional steps (whether that's meeting with additional people, asking them additional questions, touring the office, or whatever it may be).
But I agree that if you have internal candidates, you have other factors to consider!
Alison Green
of DC
@
Aug 11, 2008 20:50:12 PM
Very Helpful Information
Alison,
This is an excellent summary of some realistic signs to look for. Whenever I've been a job seeker, I would second-guess my interviews for days afterward, fixating on tiny details (e.g., "When the interviewer said, 'Your desk will be over there,' did that mean she's already thinking of it as 'my' desk???")
This list makes so much sense and helps the interviewee evaluate specific behaviors that, as you say, can help get a reasonable clue as to their chances.
Julie O'Malley, Pongo Resume
of MA
@
Aug 11, 2008 16:50:42 PM
Interview Process Question
Great thoughts and reassurance re: interviews and the process. One question I have re #6 - as a former interviewer I thought whatever was done for one candidate had to be done done for all candidates to avoid any concern from someone that didnt get an offer. We may have been going overboard with caution, but if one person got a tour they all got a tour. Could this ever be an issue? Note: We sometimes interviewed internal candidates from the same department so we knew they might compare notes.
anonymous
of TN
@
Aug 11, 2008 15:09:39 PM
Good points, all
Great signs that should encourage.
They pertain even if you don't get the job, BTW, and should be encouraging no matter what happens next. You can have a terrific interview and still not get the job.. Cause it's not always about the candidate! (to keep in mind when doing that psychological framing we serial-rejectees keep hearing is so necessar!)
Dataceptionist @ Aug 11, 2008 21:11:34 PM
Alison Green of DC @ Aug 11, 2008 20:50:12 PM
Julie O'Malley, Pongo Resume of MA @ Aug 11, 2008 16:50:42 PM
anonymous of TN @ Aug 11, 2008 15:09:39 PM
almostgotit.com of TN @ Aug 11, 2008 12:42:58 PM
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