Over the past five years, I’ve conducted over a thousand interviews. Most of these interviews had a behavioral component and tested engineering, product, or design competencies. To master this craft, I’ve been painstakingly reflective and systematic because interviews are the highest leverage activity any operator can undertake. Inspired by Ben Horowitz’s timeless post about what distinguishes good product managers from those that are bad, here’s what I believe separates good and bad interviewers.
Good interviewers understand that interviewing is as much about identifying talent as it is about attracting talent — they’re talent scouts and talent magnets. On the one hand, they accurately assess whether they want to work with the candidate. On the other hand, they make the candidate want to work with them. Good interviewers know that failing to close an excellent candidate is a silent company killer.
Bad interviewers think interviewing is a waste of time. A bad interviewer asks for additional compensation for the time they spend interviewing. Bad interviewers consider the task a favor. “I could be coding.” “I’d rather think about our design system.” “Why can’t someone else do this interview?” Bad interviewers don’t understand that interviewing is the mother of all second-derivative activities.
Bad interviewers aren’t inquisitive. A bad interviewer doesn’t know when to ask a follow-up question because they’re not genuinely interested in learning. Bad interviewers ask questions verbatim off a script so that they can tick them off. A bad interviewer transacts. A good interviewer interacts. Bad interviewers don’t recognize the value of depth. Good interviewers are constantly looking for opportunities to go deep. A good interviewer drives the interview intentionally, pivoting along the way and updating their working hypothesis about the candidate as the interview goes on. Bad interviewers over-index on the literal statements the candidate makes. Good interviewers look for the truth behind the statements. Good interviewers empathise with the candidate’s future teammates. Bad interviewers empathise with the candidate.
Good interviewers are consistent. They evolve their methods intentionally and carefully. Good interviewers periodically insist on being shadowed because they’re paranoid about becoming inconsistent or slipping into destructive habits. A good interviewer appreciates that interviewing is a human interaction resulting in human judgment. Bad interviewers think interviewing is math.
Good interviewers give a sh*t. They help other interviewers. A good interviewer regularly offers to reverse-shadow their peers. When a good interviewer senses the quality of the interviewing machine degrading, they pull the Andon Cord — they consider themselves responsible for fixing it. Good interviewers understand the importance of interviewer training.
Bad interviewers go into an interview not knowing who they’re interviewing. A bad interviewer hasn’t tried to figure out the candidate’s name, they’re not sure what role they’re interviewing for, and they don’t know the candidate’s interviewing schedule for the day with their company. A bad interviewer asks, “do you have a hard stop after this?” even though the candidate has an interview with one of their colleagues after. Bad interviewers don’t prepare.
Good interviewers wish they could run an interview again because they could do better having reflected on it. When an interview doesn’t go smoothly or feels awkward, bad interviewers blame the candidate and are glad the interview is over. Good interviewers know it’s their fault and are annoyed that they don’t have the chance to go back in time and try harder.
Good interviewers write thorough feedback about candidates. Bad interviewers never have time for that. A good interviewer offers an opinion instead of just a neutral summary. They support their judgment with concrete examples. A bad interviewer supports their judgment with hubris. Good interviewers indicate which of their opinions might be impacted by bias. Bad interviewers think they have no bias. Good interviewers know they are contributing to a hiring decision. Bad interviewers believe they are making a hiring decision.
A good interviewer is mentally fatigued by the end of an interview.
FAQs
Bad interviewers empathise with the candidate. Good interviewers are consistent. They evolve their methods intentionally and carefully. Good interviewers periodically insist on being shadowed because they're paranoid about becoming inconsistent or slipping into destructive habits.
What is shadow interviewing? ›
What is a shadow interview? A shadow interview is a "day in the life" type of interview that allows you to follow an employee for a portion or all of a workday. The employee holds a position similar to the one for which you're applying. These interviews are unpaid and can be used for several purposes.
Should I complain about a bad interviewer? ›
Similarly, if you felt the behaviour of the interviewer was inappropriate or you weren't asked questions pertinent to the role, you have every right to log your complaint, for example through the feedback process.
Is it bad if an interviewer says they have more interviews? ›
“We have a few more candidates to interview.”
Many interviewers say this, and it can be just to let you know that the hiring process (and a decision to be made) might take longer than you expect.
What is the most common mistakes interviewers make? ›
Here are nine common interview mistakes to avoid with considerations for how to improve your interviewer skills:
- Speaking more than listening. ...
- Mismanaging time. ...
- Speaking negatively. ...
- Making quick judgments. ...
- Failing to read the candidate's application thoroughly. ...
- Asking the wrong questions. ...
- Not confirming next steps.
Be professional.
Respond to the interviewer's feedback in a #professional manner. Thank them for their time, and let them know that you appreciate the opportunity to interview with their company. Be polite: Don't get defensive and don't argue with what they said about you or your skillset.
Can good employees be bad at interviewing? ›
A great candidate often won't be the best interviewee. Unlike candidates who jump between roles, they'll be out of practice in the interview game, especially if they've been with a company for a long period of time. Therefore, be sure to take this into account.
What are the don'ts for an interviewer? ›
Don't ask prohibited interview questions. For example, you cannot ask candidates about their age, race, national origin, gender, religion, marital status, and sexual orientation. Attention: Give the interviewee your full and undivided attention.
How do you deal with an incompetent interviewer? ›
In that case, you should listen attentively, then ask the interviewer for the reasons people fail in the job and what it takes for someone to succeed. This will tell you exactly how to promote yourself for this position. Address each of the stated negatives by describing how you would handle such issues differently.
How can I tell if an interview went well? ›
11 Signs your interview went well
- You were in the interview for longer than expected. ...
- The interview felt conversational. ...
- You are told what you would be doing in this role. ...
- The interviewer seemed engaged. ...
- You feel sold on the company and the role. ...
- Your questions are answered in full.
How Do You Know If You Are a Top Candidate? Clear interest from the interviewer, positive body language, and in-depth discussions about the role and company indicate that you are being considered a top candidate.
Can an interview go bad and still get the job? ›
If you're lucky, they may just look past whatever snafu happened during the interview—big or small—and give you the job anyway. Of course, this is mainly likely to happen despite a less-than-ideal interview, you have relevant experience and the desired qualifications for the job.
Who is a bad interviewer? ›
Bad interviewers tend to remain silent during the interview and avoid the recommended structure. They prefer free conversation, which is an unreliable method for finding the right person for the job. Unstructured interviews can make you forget important questions, competencies, and skills being evaluated.
How do you know if you did good or bad in an interview? ›
Positive responses to your answers are a good indication that you did well. For example, they may have bantered with you, supported your point with an anecdote of their own, or given positive affirmations after you finished an answer. Your interviewer's body language also speaks volumes about how you performed.
What is considered a poor interview? ›
Lack of connection with the interviewer
Here are some signs of a lack of rapport that you may look for in the interviewer's manner: lack of enthusiasm. distraction or disinterest. brief responses to your questions.
How do you know if an interview went bad? ›
5 Suspicious Signs Your Job Interview Went Poorly
- Every question the interviewer asks seems rehearsed. ...
- The job interview lasts less than the scheduled time. ...
- The company is talking to lots of candidates. ...
- The next step is unclear. ...
- Putting heavy emphasis on other skill areas.
