Why Being Interviewed First Can Mean “Last” In A Job Interview

One of the often-overlooked elements of successful interviewing is timing. Bad timing can occur when your interview is planned early in the interview process of the company too. Many applicants want to rush in and interview as soon as possible, and this can be a large mistake. There’s a noticeable drawback of being first in the interview sequence and in most cases, I would not recommend it if possible. 1. For the first candidate interviewed for a job, there is absolutely no reference point in which a fair assessment of candidates can be ranked.

It is hard to create a standard that holds up throughout the process. 2. The job description is often still not solid or enhanced because changes happen as they talk to candidates during any appointment cycle. 3. The hiring manager is just starting out and it is not in an even design for his questions and his evaluation criteria. Therefore the questioning is off or incomplete target as the requirements changes and as he meets additional candidates.

Since those applicants also make an impact, they rank higher in the transformed criteria which may not have been talked about with the early candidates. 4. At this true time, there are absolutely no urgency to finish the hire and process, but rather to see 5 to 7 or more applicants for an assessment of available talent and alternatives.

5. The latest applicants are always the freshest and appearance to be more powerful in the minds of the interviewing managers. Their improved questioning results in better answers from the applicants also. 6. It really is difficult to schedule the second interview immediately because they haven’t seen enough applicants yet. Additionally it is difficult to get responses since it could be easily deflected by “you’re the first one we’ve seen”. So how do we avoid being the first one interviewed? The key is to evaluate the timing and urgency of both the preferred hiring date and the interview process.

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The best opportunity to do this is within the initial contact call. 1. CAN I ask how gets the position been open long? 2. When were you expecting to fill it? 3. May I ask how long have you been looking? 4. And where are you in your interview process?

These questions give an initial feeling (assessment) for the sense of urgency and choice for the hire time and the work interview process status. Most candidates are not able to assess and schedule the timing that gives them an advantage. Instead, they rush into an interview. This is often a mistake for the reason above.