Peter Weddle Owes A Lot Of People Apologies
Interview Prep

They're Just Not That Into You

MiddleAgedManager: So the interview went well from their end, and it seems you've passed their test, so now it's just a matter of securing the offer. 
YoungerSister: You think they'll call me today?
MAM: That depends.
YS: Depends on what? What else do they need?
MAM: They don't need anything else from you, but they may have to work through their own processes.
YS: That doesn't make sense.  Did they not like me?
MAM: It seems they liked you quite a bit, actually.
YS: Am I not qualified? Too expensive?
MAM: You're very qualified - the salary range is correct, and the truth is  you can do the job they need, but that's not all there is to getting hired.
YS: What else could there be?
MAM: Hiring is harder then you realize.  Managers are putting their jobs on the line every time they hire, and some like to let a decision simmer, like beans in a pot, before making that decision.
YS: Beans in a pot.
MAM: Bad analogy.  How about, it's like dating, and no matter how good you look on paper, it doesn't count unless they're into you.
YS: So the interview, the preparation, the reference checks, more interviews - they mean nothing.  it's just their gut feeling.
MAM: This actually works to your advantage.  If someone doesn't make an offer immediately, you know they aren't that into you, which should affect your decision to accept the offer.  Most people drag their feet when looking for a job because it scares them.  They are afraid of rejection.  So when they get an interview, they freeze up and don't do anything else until that decision is made. Unfortunately, if they don't get the offer, they're home at night on a Friday at 10:00, sad that no one called, but also dreading what happens if they get the 1:00 drunk call.
YS: So employers that wait to long are like booty calls?
MAM: More often than they admit.  They're looking for something that doesn't exisst - a candidate who will transform their business with no hassle, and do it for pennies.  It's a function of how we interview.  Rather than focus on what problem we want to solve, we look for some idealized version of what an employee might be.  What that means is when we have the right person in front of us, we balk at hiring them.  And when we do follow up, both the candidate and the hiring manager know the match wasn't perfect, which starts the employee-employer relationships off on the wrong foot. 
YS: So how long until I know?
MAM: 24 hours for first contact, three days before the offer, unless that first contact clearly lays out what's next.
YS: So what do I do?  I really like this job and company.
MAM: You never stop looking until you've accepted an offer. If they want you, they'll call.  If they don't...
YS: They're just not that into me.


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