I’ve been through more interviews in my career than I’d like to admit. I’ve also been the hiring manager. In the end, I don’t know which is more stressful. Sure, as a candidate, you want the job (or at least I would hope you do, otherwise why are you wasting the interviewer’s time?), and if you’re currently unemployed it’s even more stressful. I get it. But stop for a moment and think about it from the hiring manager’s point of view…
The hiring manager is taking time out of their busy day. Time that they could be handling any of their regular duties. Time that very well may now have to be spend after hours catching up. If it’s a smaller company, they’ve already spent time reviewing every resume that’s come in. If it’s a larger company, they’ve still spent time reviewing everything that has already been filtered down for them by a recruiting team. At the very least, when you walk in that door for an interview, you should have a smile on your face, thank them for taking time out of their day, and I hate to say it, but look like you actually attempted to get dressed to impress someone and didn’t just pull the clothes out the laundry basket.
What? Dress up for an interview? I know… I know… You think I don’t understand. It’s a casual work environment, everyone is in shorts and sandals, so it’s OK. Sorry, it’s not. As an engineering manager, I’m looking for engineers (duh). And what is one trait that engineers are good at? Engineers are detail oriented. When you walk in, all disheveled, unless you apologize because you just changed a tire for a little old lady on the side of the road, I’m going to presume that you are not detail oriented. Is that harsh? Probably. Still, what harm is there in showing up without too many wrinkles in a dress shirt? If everyone else shows up in jeans and a polo, stand out with khakis and a dress shirt. You can always dress to match the environment after you get the job.
(Before anyone goes and chides me for being sexist here, just know that I have never seen a woman show up for an interview in an outfit that is anything less than professional. They have always been smartly dressed. I have yet to see a woman show up for an interview in Birkenstock sandals and dirty feet!)
I know interviews can be nerve racking. Sometimes you’ll stumble, and forget answers to technical questions that you know you know the answer to. Don’t worry, don’t panic, take a breath and approach the answer from a different angle. Explain that you are embarrassed that you can’t remember the actual term, but here’s the explanation over how it functions. Ask to get up and draw it out on the white board. Don’t just say I don’t know or I don’t remember; turn it in to a discussion to show your thought process (as long as you stay on topic!)
What about after the interview? Some people say that you should follow up in a few days to see where you stand. I’d be careful there. Too soon and the manager may not have had time to fully compare you with other candidates. Too late and you may be forgotten (let’s hope not!) Too often and you risk aggravating the manager. I know one manager who would actually reject you if you called too many times to find out the status of your application. I guess the squeaky wheel doesn’t always get the grease…
Here’s where managers need to step up a little. I know things are busy, but as soon as you know the candidate is not the right candidate, let them know. It can be as simple as a form email or, if they’re exceptional, but just not the right fit, you can personalize it to let them know your reasons for hiring someone else or give encouragement over other job types you recommend they look at based off of what you learned about them (nothing wrong with telling someone that the role they applied for is “too junior” of a position for someone of their caliber.)
As a first time manager, remember the pains you had when you were on the other side of the table. Help the candidate feel at ease. Communicate with them before, during, and after the interview process. You don’t have to hold their hand, but you should come across as human to them. If you don’t, you run the risk of them not accepting your offer. No matter what though, be sure to let the candidate know if they are not moving forward in the process. Under no circumstance should you leave them in the recruiting black hole, with no way of knowing where they stand.
Hopefully this is all common sense to everyone. I just have yet to see this sense in common use.