For the past 2 years I have been running free and paid mock interviews with hundreds of candidates who are primarily targeting tech companies - free content on YT under InterviewAt if interested. The follow-up meetings after the mocks with candidates have been amazing pseudo customer discovery sessions.<p>I've spent the last handful of months thinking deeply about how companies are running their processes and how candidates are preparing for their interviews, and I have come to the conclusion that there has to be a better way for everyone involved.<p>I've begun building software to address a part of the problem I think I can impact immediately, but would love to hear from people here on HN for the following prompt:<p>What do you hate / wish was better about the process of *preparing for* or *being in* a job interview.<p>I think there are 3 relevant personas, and user story format is totally fine:
- As a job candidate, I hate...
- As an interviewer, I hate...
- As a hiring manager, I hate...
As a job candidate I hate from:<p>- Interviewer who don’t know anything about the job but churning cool buzzwords plus assesing the wrong things because of lacking basic communication skills and psychological information,<p>- Interviewer who cares about pseudoscientific/metaphsycial garbage; horoscopes, feng or something shuis, “we are a family” like discourses, religious views, gender bias, alpha or any Latin letter personality, etc. ,<p>- Interviewer who cares about presentable(ness) about appearence and impression,<p>- Interviewer who don’t have much time, one of the classics,<p>- Interviewer who don’t answer your questions about job definition, title, income, work hours, planning, etc. because of the company policies,<p>- The best; interviewer (or department or company) who really busy for a cold mail about rejection with a few realistic explanation.
Playing buzzword bingo with recruiters who are just trying to check boxes for technologies and years of experience, recruiters who have zero experience of how one buzzword relates to another.
As a hiring manager, I hate the subjective nature of the feedback process and collecting input from the interviewers. I wish there were a more data driven approach to this part of the process. Sitting in a room listening to everyone's opinions post interview is a lot of noise. We currently have a set of feedback forms/processes we use but it's still lacking.