Interviews ... between the lines, above and beyond

Interviews, I dread those.  The first couple are fun but it goes stale very quickly.  Here are some stats of Mugu's on-going job search process:

Jobs applied for so far: about 50
... from which Mugu feels he is very well qualified:  about 20
Opportunities Mugu got through
... networking:  3
... job fairs: 2
... unsolicited application: 1
... referrals from "headhunters": 5

Invitation Interviews:  about 12
... out of Mugu's "very well qualified" list: about 10

... from which came seconds: 2
... Mugu turned down: 1

Now some stats on the actual interviews themselves

Minimum personnel present:  1

Maximum personnel present: 5

Shortest duration: 5 min.

Longest duration: 3 1/2 hrs.

Of which I had to give a presentation: 2

Of which I had to fill out some form: 2

Of which I asked where the door was: 1

Shortest wait for (negative) feedback: before I leave

Longest wait for (negative) feedback: 4 months

Lesson learned

1) If key personnel is not present, you're (pretty much) toast.  Interviews at every "big" company should have at least the hiring manager and HR-rep present.  If HR isn't there that means the job might not exist.  I have had offers that were said to be on the way, only to be stopped dead by HR because the hiring manager didn't follow "procedure".  If the hiring manager isn't there when he said he would, he thinks you're not worth his time (for whatever reason) and gave instructions for his underlings to exercise extreme prejudice.

2) If your competition knows someone (and you don't), you're definitely toast.  The hiring manager pulls you over and whispers in your ear, "I would really like to hire you but the other guy knows people at the right places."  You know they are just playing it out.  It's not fair, but moving on is all you can do.  Be thankful that the manager is nice enough to warn you.

3) Be weary of instant positive feedbacks.  No one gives positive feedbacks on the spot anymore because they want time to think.  If they do, they want you out of the room without pissing you off.  Snappy offers to second interviews, and comments like "if you find a job, please let us know", or "we really like you, but this will take us a while to get back to you" are classics.

4) Key questions to prepare for.  This allows you to polish your answers to some sticky questions.  Most of the time the questions and answers are close enough but if they aren't, there will be opportunities for clarification.  Some common and important ones are:

• How did you deal with the asshole at your last workplace?
• How did you take care of impossible deadlines? (working longer is not the answer)
• Would your colleagues want to work with you again?
• What problems did you encounter and how did you solve them?
• What do you do when you are asked to do something you're not very good at?

You should have solid, real-life examples for each of them.  Also, even if these questions weren't asked, use every opportunity to bring them up.

While I am at it, here are some more

• Tell me about yourself (don't regurgitate your resume)
• What are your strengths and weaknesses (weaknesses shouldn't be real weaknesses)
• Where do you want to be 5 years from now (your choices: "Manager" or "Specialist")

5) If you are in a room full of assholes, they might be testing you.  Even though there are assholes at every workplace, chances all of them congregating at your interview is very slim; they have better thing to do!  So when you're in a room full of asshole-acting people, remember that they are doing that to throw you off balance so that they can see your true colors.  Emotional detachment is key to dealing with this kind of interview tactics.  Even if they are real-life assholes, at least it's a good attitude to take.  You can always say, "um, okay, maybe I will go where the people are nicer."

6) Talent agencies are whores.  Sign up with these "talent agencies" and they will give you some tips on writing resumes (at least get everything you have done nicely spelled out), but don't count on them in helping you land a job.  Once they realize you are not as on high demand as they hoped for, they will stop calling you for the "next greatest opportunity".