Interviewing is like speed dating to determine who you will marry. There is very little time to develop any deep understanding from either party.
Recently, I was interviewing candidates with a colleague who had previously worked with one of them. After the interview, my colleague remarked that they knew this person could have performed better. This is a story that I have seen play out many times.
The truth is, interviews are a pretty poor way to really get to know someone, but they are the system we have today. So here is my advice for candidates and hiring managers.
For Candidates
I have seen people who would be the ideal candidate for a role and a perfect company fit not get past the screening interview. Don’t take it personally. Interviews can screen for all kinds of things that may not be apparent to you. Maybe they already had an internal candidate. Maybe the role shifted. Maybe there are key requirements that are not explicit in the job description.
Just because you did not meet their expectations or perform as they wanted does not mean you would not be good at this job or a great fit. They simply did not get what they needed during the interview. Stay positive and continue your search. You will find a good fit somewhere.
For Hiring Managers
Focus on skills and traits that do not change over time. Technical skills can be learned. Tools come and go. I have not seen an employee suddenly develop a sense of empathy or dramatically improve their problem-solving skills even after many years, so focus on these skills and traits that will last.
Be careful about using past success as a hiring signal. Many people contribute to a company’s success, especially at a startup. Luck and timing play a huge role. Don’t hire or reject someone simply because they were at a particular successful or unsuccessful company. That tells you very little about what they will do on your team.