I just got off the phone with an interviewer who said he was doing 75 phone screens. Well it's slightly inappropriate to ask how many people they are interviewing, but it's just fine to ask how many positions there are. Because in the end I still don’t have a job, and when you’re a finalist it generally means you did fairly well and are pretty qualified, so it’s not like you can comfort yourself in thinking “oh i wasn’t really qualified anyways. I’ll call you saturday to let you know.” I got the job, but I was called on sunday, though I was thankful for the interviewer’s apology (seeing as how no call on saturday made me extra anxious). I can tell you that 1st shift m-f jobs are the most coveted and have the most competition. Still, it’s a good idea to establish a rapport first by starting with more general questions. Knowing how many are being interviewed is not. Or others even have to call a lot of folks because they’re looking for something obscure. I’ve had clients that were also frustrated to not to be the #1 candidate —- YET —- and wondered if we still should tweak something (resume, practice interviewing more, or whatever) …. Being transparent with a candidate during the stages of their interview process is key to building a good relationship and keeping candidates engaged. It’s helpful in exactly one way: it gives me something to tell my mother and my best friend when they express utter (loud, angry, extended) incomprehension as to why I didn’t get the job I was CLEARLY perfect for. Most of the time, we tend to think of a prepared candidate as one who … If you find something else, great, and in the meantime this employer might get back to you after all. If its just a matter of having more normal hours, I’m not sure what kind of retail you are in or how big your city is, but I’ve noticed a lot of more boutique-y stores and smaller specialty retail shops have hours closer to 9-5. ), or is the candidate one of three finalists (that’s fairly common in higher ed)? It's OK to ask an interviewer how many other people are up for the same position. Good for you! 4. I would feel better if I knew I was one of the top candidates, otherwise I tend to go the way of ‘of course I suck, why would anyone want to hire me, I don’t know anything’ etc. Try to be happy you made it as far as you did, and try to learn from the interview experience. Keep the channels open with good relationships, regardless. They couldn’t interview their top 6? Picture this: you're in the middle of an interview, and you're doing great. Or, more simply put, "Where are you from?" I completely agree. @Emily, I won’t ask, but I think I know the same way that you know. But we’re very particular about getting the ‘right’ person who fits with our company/department/task/whatever, so we may expand the search beyond those if we don’t find the right person.”. Good for you! It was ED level for a non-profit, but still – yeeesh! And they could be interviewing only two people, but if you’re not a really strong candidate, your chances aren’t 50-50. how should I handle joking around during mental health discussions with my team? For example, I’m job hunting in part because my team is routinely understaffed, and I constantly work crazy amounts of overtime to help keep things going. For example, ask how many people work with the company, what responsibilities you would have and how future plans for company growth might affect your position. If you’re hesitant to just come out with the question, open the door for the interviewer to volunteer the information about how many people are interviewing. Its tough to break out of. Tell me your biggest success story related to [skill]. In fact, I believe there are eight questions (two for each C), that can be used consistently in interviews to help you set yourself apart and shine in the interview. No. updates: the coworker who came to work with Covid and more. Not that I wouldn’t hurry anyway, but I’m definitely cognizant that my top candidates are going to form opinions if I take too long. When I’ve gone through several rounds, I will ask how many candidates are still in consideration. Then, toward the end of the interview, ask how many other applicants have been interviewed and when you can expect to hear back from the interviewer. I have phone interviewed more than 40 candidates and still not found a ‘perfect match’ for a hard-to-fill job! If they want to hire one of the other candidates, that's fantastic. This sounds like a perfectly innocent question. Good point. His work has appeared in the online editions of the "Houston Chronicle" and "USA Today," among other outlets. Right I got a we went with the other guy but we really like you and we have this other opening so submit for it which I did aaaaand crickets. When I learned they were filling 4 identical positions though, I instantly felt more confident. I don’t dock major points, because in my experience it’s a mix of good and bad candidates that ask, but I do remember. Mack studied philosophy and economics at the University of Memphis. That’s why I urge people not to. The number of people interviewed doesn’t always mean much. So it sounds a little naive — because offers aren’t mathematical probability equations — and also slightly lacking in confidence. I would not ask this in interviews for administrative/office positions since the company would presumably have received a couple hundred applications for one position. The answer to this question will be helpful to you even if you don’t get the job — you … I asked the HR manager (Side note: This is after three interviews and a year’s worth of time so I felt like it wasn’t a complete “who do you think you are?” situation with her.) Some employers have applicants meet privately with peers as part of the interview process. From my experience, I’ve never directly asked this question, however I have been informed upon asking about the next steps of the interview process. They wanted to interview seven people, five of whom were in the same city, one who was in another part of the state, and me. So given that, plus the fact that the question doesn’t give you truly useful information, I’d skip it. What Kind of Background Check Does the VA Do for RNs? Normally I wouldn’t ask. There is no strategic advantage as far as salary in knowing how many are on the leit (Scottish … Think networking, if possible. nose-picking interviewers, calling in sick for insomnia, and more, update: my new team is taunting me because I have a nut allergy, what to do when a low performer asks for a massive raise, my boss called me “disgusting” for not cleaning up my male coworkers’ mess, my ex-friend is my new boss, employer sending rides for us in the snow, and more, weekend open thread – February 20-21, 2021, my boss won’t manage a terrible employee, my coworker scream-yawns, and more, interviewers want to know how I’ve been spending my time out of work … during the pandemic, the hot sauce contest, soup-gate, and other work contests gone awry, board member brings a gun to meetings (but he’s a cop), coworker leaves early every day, and more. After you interview a candidate, you need to keep your notes so you can compare candidates against one another. I agree that the information they give isn’t all that useful when, as already mentioned, you can be the only person being interviewed…but due to whatever reason, still not get the job. Plus, it means you can follow up with them when that timeline has passed. me. My mentor said that many candidates indicated the college didn’t know what they wanted, they probably wanted to hire a local but had to look like they were doing a national search, and didn’t value candidates’ time or money. It’s not that it’s intrusive or pushy, exactly; it’s more that it raises the question of what conclusions you’re planning to draw from the information, and it can be mildly awkward. @_@, Sorry, I had forgotten about that until shortly after posting that comment! I’m going to look into that. You may even see resumes noting the candidate’s address. So it’s not always a red flag, at least not at the phone interview stage. I know this because all three of us were there at the same time even though we were interviewed individually. Eh, I think people just want to know a rough estimate of who else is in the interviewee pool with them (although I agree the information is of limited utility). Own the Introduction. (I had asked for the timeline, for the record, not numbers!) If I made it past round one, I’d have had to fly down for a teaching demonstration, and a third time to meet with the VP, all at my own expense. I find asking to be an effective method under the correct circumstances, particularly when one is in heavy demand. Why not just ask “what is your hiring process like?” Or “whats your timeline for hiring?” Like someone else mentioned multiple times I’ve had one final candidate that ended up not working out. Don't ask anyone else something you couldn't ask an applicant directly. I’ve done 35+ phone screens for a single job before — a senior job with extremely tricky requirements, many of which were things that couldn’t be discerned from a resume (manner, judgment, philosophical approach to managing, ability to establish quick rapport, etc.). Lots of times I miss it for all sorts of reasons and when people follow up I tend to put a little more pressure on myself to get it done in part because I don’t want my top candidates thinking nothing gets done at the expected timeline. this place can’t decide what it wants! Whether I spoke to the points I wanted to make as they relate to the job. There’s a tiny chance one of them turned out to be qualified, too.” It’s the only thing that seems to calm them down. Will they really call you? ” It’s a question designed to gauge your confidence level and knowledge of the company, so even if the interviewer doesn’t ask it directly, be prepared to show that you’re a qualified candidate who can … This information has been given to me and to my boyfriend. AND, again, the key here is: that company likes you! The reason you would ask such a question would be to … Really depends on the position, but when I interview for junior to mid level positions, I usually do 12-15-ish phone interviews (sometimes more) and 4-5 in-person interviews. Something I hate though which happens sometimes is when interviewers tell me how many people they’re interviewing. So you can use this script even if you’ve had zero other interviews. I normally hold one formal interview and one less formal meeting. That seems insane. “We went with someone with a little more experience in x.” when I have some experience in x, in fact I have as much as they asked for in the job description, and I’d like to gain more which is why I’d wanted t he job. It isn’t terribly relevant in the context of the interview, but I still find it interesting in the context of my situation. But being in the top 1% of applicants for that position implies that you are competitive in that field, that you are applying for the right level/experience job, that your resume is attracting attention, and that your cover letter is opening the right door. You get as much info as they’re willing to give you. They’re telling you that you’re a strong candidate. This guy sounded as if he was bragging about the quantity. If I don’t get the job, what does it matter that I was in the top 3 candidates who got a second interview out of 300 applicants? But if you think you are the only one in the second round and the question reveals this to be true, it can ease your nerves and make it much easier on you. The interviewer said she would send me an email this week with the interview possibly Wednesday. BTW, a recent client had *11 interviews* before a job offer – good grief, I wouldda been insane by then. I really don’t understand it! In your interview with the hiring manager, ask this question to get more specific about how you can succeed in this job. If you are being told multiple times in a row that you’re in the top 2 or 3 and then not getting the job, it would be a good idea to ask for feedback from the interviewer as to why they decided to proceed with another candidate. Sometimes you’ll find more than just when you could expect to hear whether you are going to be offered a position. :-). And you may require candidates … I have to disagree actually, I would not mind if a candidate asked that. I even had a guy tell me they received 600 resumes and they whittled it down to 30 phone interviews and 10 face to face where I was at. I know they mean well, but it’s demoralizing when it’s like the 5th time you’ve heard that. Many people think that the candidate has the tougher task when it comes to job interviews, but for you, the hiring manager, the challenge is just as imposing. And a high number might mean there was a low standard for granting an interview, not necessarily that every interviewee is your equal. Now let’s look at an example answer you can use if you’ve had some interviews… At the risk of sounding naive…how many people -are- usually interviewed for a single position? As one that has worked with various recruiter/counselors to find a job transitioning out of academia, in my opinion, I gained information if the correct answer was given (*which I cannot verify if true so there’s an argument there). In addition to asking about the number of applicants, also ask your prospective peers for other insights, such as what they did to get hired and why they think the employer hasn't hired previous applicants. All rights reserved. Agh, and I am not the Claire who just posted before me. I don’t know if it’s an “ignorance is bliss” or what. Such a small question, I’d be a little alarmed to think an interviewer would actually hold it against me. To my mind, it equivalent to asking when a decision will be made. You want to know the right questions to ask to … It helps me understand how close to the end we are. Was hoping to be home early and more than what I am now. was wondering the exact same thing for my interview yesterday. Yes you can ask, but they may not give you an answer, but there is really no advantage in them not doing so. To me it was delivered thus: “We’re filling four positions and I have interviews over the next few days. Like they say “we got 200 applicants and we’re only interviewing 10 people so we were really impressed with you.” I guess it’s kind of nice and they’re trying to compliment me but I don’t know what to say to it. Today is Wednesday and I never got anything. the best time of day to apply for jobs, working for an unethical industry, and more, when asked about salary, I say “I’ll start for $X and earn the rest through merit”. Redress. You know what’s interesting is when candidates ask me my timeline I usually give them my “if everything goes perfect timeline”. Do I follow up again with where they are? but odds are, each time you’re top 3, 5, top whatever, you’re closer to top choice next time. Interviewers read into everything you say, even small things. It’s both honest to their question while answering the (assumed) reason behind it. Even if they’re exaggerating on how many people applied, it’s still useful information to know. If a candidate asks me how many people applied or were shortlisted I will tell them. As I found the process of finding “happy employment” a process of connecting with the individual hiring manager as a representation of the firm, I better understood the manner in which the firm conducted itself, and additional potential insight to their methodology, which helps in my selection if offered employment. This prompt is one I … Until I’m your actual girlfriend, I don’t need to know about the other girls you’re taking to dinner. I recently got a rejection email that said that I ‘made it to the top 6 out of 36, if that reassures you, but did not make through to our short list.”. There’s not really anything I can do about it other than try and get more experience. So we aren’t supposed to read into every little thing they say, but we don’t get the same courtesy? Disability: You may ask if candidates can perform essential job functions, with or without reasonable accommodation; and you may ask them to demonstrate how they would perform a job-related function. You may ask about prior attendance records. Kdizzle – I’ve gotten that too and I hate it. How to Write a Thank You After the Second Interview, How to Overcome a Negative Background During a Job Interview, How to Write a Letter to Reject an Interview, Examples of How You Handle Challenging Interview Questions, Professional Practice for Interior Designers; Christine M. Piotrowski, Acing the Interview: How to Ask and Answer the Questions That Will Get You the Job; Tony Beshara, When to Expect a Reply After a Job Interview. Public sector positions are notorious for randomly cancelling positions even after qualified candidates were interviewed. I don’t ask, but I do find it interesting to know what the candidate pool looks like for my area/field when they volunteer the info. ... October 26, 2018. A full work week of phone interviews…. I have thought of that. You can always ask the question directly. I have asked this question before, but not in the first interview. Exactly, and it’s not really a question that leads to a useful answer, like “do you have any idea as to what your timeline on hiring for this position looks like?” Or something belike. You are still in the running, I will send you an email by Wednesday with the time for the second interview. Thanks! Privacy Policy and Affiliate Disclosures. If you feel that the company's hiring decision was based on nonjob-related information, you have a couple options. my company punishes single people who have to quarantine more than once — but not married people, my coworker is copying my look, I blasted a recruiter for not answering me, and more, thoughts on rejection from a hiring manager in a competitive field, I was used as a public example of what not to do at a team meeting, can I ask my employee to remove his pronouns from his email signature, stuck paying for a business hotel, and more, weekend open thread – February 13-14, 2021, boss sends us daily sales pitches for a money management app, pressure for virtual socializing, and more. An interviewer can also ask how many days of work you missed in a given year for any reason, not just because you were sick. This is a common interview question and one that gives you a chance to elaborate on the answer you gave to “What are your strengths? They also blamed HR for not rejecting me on time – I sent a follow up email as an auto email said they’d definitely get into contact with me via email or phone…I never heard. Who knows if & when they might have another opening just like it, or, similar, but slightly different that makes you the best candidate for THAT job. I think you can assume you are still in the running, but the second interview is not a sure thing. Only ask this in the very very end when you don’t have any other questions left. If they are still going through resumes, that means they still want to see if there are any candidates they want to give a first interview, too. If retail encompasses the skills you offer Id consider manufacturing, a library or some other shift work that can lead to m-f 8-5. That being said, a well written email can have the same effect. Eh, I wouldn’t call it crazy even then. Would this question come across as too intrusive and pushy? Could a better question be, ‘How many openings are there for this position?” That’s the question I use to estimate my chances.
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