By Howard Cattie
The conventional wisdom suggests that being the first candidate in line for a job interview is advantageous. But let me share a little secret with you: sometimes, being first isn’t all it’s cracked up to be. In fact, it can actually put you at a disadvantage. Here’s why:
Imagine this scenario: you’re the first candidate, eager to showcase your skills. But without any other candidates to compare you to, the hiring manager lacks a reference point. It’s like judging a talent show with only one performer – it’s difficult to establish a fair and consistent standard.
But that’s not all. The job description itself might not be set in stone when you’re the first to interview. Changes can occur as the hiring team engages with candidates throughout the process, leaving you with outdated information about the role.
And then there’s the fact that the hiring manager might still be finding their footing when they interview you. They’re still figuring out their questioning and evaluation criteria, like a dance routine that hasn’t quite found its rhythm. As they meet more candidates, these criteria may change, potentially benefiting those who come later in the process.
Furthermore, there’s often no rush to make a decision early on in the hiring process. The goal is usually to bring in a pool of candidates to ensure a comprehensive view of the available talent. So, you might find yourself caught in a waiting game while the hiring process unfolds.
Plus, there’s the spotlight effect to consider. Newer candidates may shine brighter in the eyes of the hiring managers, their freshness and novelty making them stand out. And their well-rehearsed questions may elicit stronger responses, stealing the show from earlier candidates.
But fear not, fellow job seekers, for there are ways to navigate this challenging landscape. To ensure you’re not the first to interview with the hiring manager, consider the following tips:
Ask Strategic Questions: When you receive the initial contact call, use it as an opportunity to assess the timing and urgency of the hiring process. Ask questions like:
– How long has the position been open?
– When do you hope to fill it?
– How long have you been searching?
– Where are you in the interview process?
These questions will give you valuable insights into the hiring timeline and help you determine if it’s advantageous to delay your interview.
Strategize Your Timing: Armed with this information, strategize the timing of your interview. Aim to schedule it towards the end of the first round of interviews, if possible. Consider tactics such as:
– Delaying the interview if they’re just starting the process.
– Testing the urgency of the hiring need through thought-provoking questions.
– Rescheduling if you find yourself too early in the cycle.
– Proposing an accelerated interview date if the timing is right.
Seize Second Chances: If you’re granted a second interview during your initial visit, seize the opportunity. Aim to schedule the subsequent round towards the end of the process, as decisions are often made later in the game.
Confirm Timing: Before concluding your conversation, ensure the timing of your interview remains unchanged. Ask a closing question to gauge their timeline and express your eagerness to move forward.
By carefully scheduling your interviews and making strategic inquiries, you can improve your odds in the job search process. So, step right up, job seekers, and make time your ally in your quest for employment success. Good luck!
Howard Cattie is Head Coach of CareerOyster, an innovative full service career coaching firm. CareerOyster helps job seekers learn powerful, effective resume writing and winning job interview skills through personalized coaching and comprehensive video products such as ResumeCoach and InterviewCoach. Howard is leading a webinar next Wednesday, June 19th at 12pm EST on How to Enter and Navigate Your Sales Career in the 21st Century. Register here to join us!