Open Interview Process and Expectations

My best interview advice? Know your audience. Don’t just prepare for questions. Prepare for what each interviewer 𝙣𝙚𝙚𝙙𝙨 to hear to move you forward. Every person in the process has a different priority. Here’s how to think about it: 👇 --- 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀: 𝗗𝗼𝗲𝘀 𝘆𝗼𝘂𝗿 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝗮𝗻𝗱 𝘀𝗮𝗹𝗮𝗿𝘆 𝗲𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀 𝗺𝗮𝘁𝗰𝗵? The recruiter’s job is to filter out misaligned candidates. They’re checking: - Do you have the right experience? - Do your salary expectations fit (given your exp)? If they can’t quickly see you’re a fit, you won’t move forward. Connect the dots for them—don’t make them work for it! --- 𝗛𝗶𝗿𝗶𝗻𝗴 𝗠𝗮𝗻𝗮𝗴𝗲𝗿𝘀: 𝗖𝗮𝗻 𝘆𝗼𝘂 𝗿𝗮𝗺𝗽 𝘂𝗽 𝗮𝗻𝗱 𝗰𝗼𝗻𝘁𝗿𝗶𝗯𝘂𝘁𝗲 𝗾𝘂𝗶𝗰𝗸𝗹𝘆? Hiring managers don’t just want qualified candidates. They need someone who can: - Learn fast and adapt - Start driving results with minimal hand-holding This is where your past success stories matter most! Come prepared with 3-5 strong ones. --- 𝗧𝗲𝗮𝗺 𝗠𝗲𝗺𝗯𝗲𝗿𝘀: 𝗪𝗶𝗹𝗹 𝘄𝗲 𝗲𝗻𝗷𝗼𝘆 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝘆𝗼𝘂? It’s not just about being likable. They want: - A reliable, competent collaborator - Someone who carries their weight - A culture fit (easy to work with) Make it clear that you’ll add value—not extra work or drama 😅 --- 𝗣𝗮𝗻𝗲𝗹𝗶𝘀𝘁𝘀: 𝗖𝗮𝗻 𝘆𝗼𝘂 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗲 𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲𝗹𝘆 𝗮𝗻𝗱 𝗺𝗮𝗻𝗮𝗴𝗲 𝘁𝗵𝗲 𝗿𝗼𝗼𝗺? Panelists are assessing: - Clear communication - Confidence under pressure - Storytelling skills Be prepared to ask questions and keep their attention. Clear, confident delivery is crucial! --- 𝗦𝗲𝗻𝗶𝗼𝗿 𝗟𝗲𝗮𝗱𝗲𝗿𝘀: 𝗪𝗶𝗹𝗹 𝘆𝗼𝘂 𝗽𝗼𝘀𝗶𝘁𝗶𝘃𝗲𝗹𝘆 𝗶𝗺𝗽𝗮𝗰𝘁 𝘁𝗵𝗲 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻? Executives think big picture. They’re wondering: - Are you a risk? - Will you elevate the team? - Can you drive long-term success? Do deep research, be bold, and come ready to handle possible concerns. 𝗔𝗹𝘄𝗮𝘆𝘀 𝘁𝗵𝗶𝗻𝗸 𝗮𝗯𝗼𝘂𝘁 𝘄𝗵𝗮𝘁 𝘁𝗵𝗲 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝗲𝗿 𝗻𝗲𝗲𝗱𝘀 𝘁𝗼 𝗵𝗲𝗮𝗿 𝗳𝗿𝗼𝗺 𝘆𝗼𝘂 𝘁𝗼 𝘀𝗮𝘆 "𝘆𝗲𝘀." It will help you prioritize your prep and nail your interviews 👌

I’ve looked at 100+ resumes and interviewed dozens of candidates over the last 3 months. Meeting candidates is one of my favorite parts of what I do. Yet so many people show up for an interview without having prepared to stand out and be relevant to the opportunity. So I want to share my process, in the hopes that it helps those going through interviews right now. And share what candidates who stand out do. First, before every interview I do a few things. I know candidates are taking their time to apply and then show up for several interviews. Interviews are a two-way street, and as a hiring manager I do my part too. Here are a few ways hiring managers can prepare, with a social media lens as that’s what I hire: 1. Read the resume, cover note if there’s one. 2. Visit their LinkedIn profile, posts and conversations. And the rest of their social footprint. 3. Explore the social media feeds of their current/past companies. 4. Experience their past company cultures on social media. 5. Research accomplishments and accolades highlighted in the resume. Now it’s your turn. Want to stand out and get the offer? Here are six things I look for: 1. Learn about the company you’re interviewing with so you can integrate relevant points for the role into the conversation. Example, if you’re applying for a social media role, look at the company’s social channels and come prepared to demonstrate your skills, highlight something that resonates, ask questions, etc. 2. Slow down, it’s not about answering questions the fastest. It’s about demonstrating that you’re a direct fit for the role through your answers. If you’ve not done it before that’s ok. Show your interviewer that you’re prepared to do it. 3. Share why you want this role at this company. Shared values? Connection to colleague culture? Speak to how it connects into your career goals, etc. 4. Lead with your skills and how they equip you to deliver results and impact for what the job description outlines. You may not have direct experience but skills are transferable, put that front and center. 5. Demonstrate that you understand the strategy behind your work, IE the ‘why.’ By doing this you show how your goals align to your team’s goals which align to your company’s goals. It speaks to your growth mindset, and that separates you from the pack. 6. Focus your resume to emphasize your skills and relevant experiences in relation to the job accountabilities. No relevant experience? That’s ok, lead with headlines that put your transferable skills front and center. Applying for job opportunities and the interview process can be can be stressful and intimidating. But when you get that interview it’s your time to shine! What tip can you add to help candidates land their next career experience? Please share in comments. #career #futureofwork #interviewtips #jobsearch

Good interviews tell good stories about your past. GREAT interviews also tell good stories about a company's future. Most interview prep advice centers on stories and it's a vital place to start. Why stories? They're a memorable and relatable medium for communicating your accomplishments, strengths, character, and value in an interview setting. Some of the most common best practices include: Crafting stories on things like a time you succeeded, a time you failed, a time you collaborated with others, etc. Structuring your stories in the STAR or CAR or SOAR format. Regardless of the acronym, the A and R (your Actions and your Results) are the most important to emphasize. Rehearsing your stories, recording yourself telling them, thinking through different kinds of questions and which ones you might use. All of these can help you build a strong foundation for giving good interviews. But what separates good interviews from great ones? *Connecting* your stories to the company's story. ESPECIALLY their challenges. The best interviews are about showing that you understand the company's (or department's or team's) biggest problems AND framing YOU as part of the solution. To be brutally honest, companies don't REALLY care about you or your background. They only care about it insofar as your background can potentially help them achieve their goals. But by speaking to the company's goals and challenges: You can connect the dots for them Show that you're thinking like a current employee And explain how your background is exactly what they need. So how do you find out the company's challenges? Through great company research (something most job seekers don't do). Don't just read the job description and company website. Listen to earnings calls and talks from company leaders. Read news articles about company initiatives and products. Look at what their competitors are doing.  Talk to current and former employees. ASK about their challenges in earlier interviews (to address in later ones!). This allows you to go from: "Here's a story about a time I solved a problem." to "I understand one of your team's biggest challenges is ______. Here is a story about a time when I solved a problem just like this one." See the difference? Who would you hire? The job seekers who win offers are the ones who not only tell great stories about themselves, But also show that they're an important character in the story of the company's future. What ways have you connected your own stories to a company's story?

Interviews go both ways. They’re not just choosing you. You’re choosing them. Because a job isn’t just a paycheck. It’s where you’ll spend most of your waking hours. So before you say yes—ask better questions. KEY QUESTIONS you must ask in your next interview: 1. What does success in this role look like? ↳ Clarity now prevents confusion later. ↳ No guesswork; just expectations. 2. What’s the biggest challenge facing this team? ↳ Every job has problems. ↳ Know them before they become yours. 3. How do you give feedback? ↳ Growth requires honesty. ↳ The best teams make feedback normal. 4. What’s the team’s biggest strength? ↳ Culture matters. ↳ Weak teams hide. Strong teams own it. 5. How does leadership handle mistakes? ↳ Fear-based cultures crush innovation. ↳ Do they learn or just blame? 6. How does this company support career growth? ↳ Promotions? Mentorship? ↳ Or are you stuck from day one? 7. What’s one thing you wish you knew before joining? ↳ This answer is always interesting. ↳ Listen carefully. 8. How do you handle burnout? ↳ Hustle isn’t always the answer. ↳ Smart companies know that. 9. How often do people take PTO? ↳ Benefits exist on paper. ↳ Culture decides if you can use them. 10. What’s the turnover rate on this team? ↳ High turnover = red flag. ↳ Stability says everything. 11. How does this company handle conflict? ↳ Avoidance? Chaos? ↳ Or direct, professional conversations? 12. What are the company’s biggest priorities right now? ↳ Are they focused? ↳ Or constantly shifting? 13. What’s your management style? ↳ Micromanagement or trust? ↳ You need to know. 14. What’s one thing you’d change about this company? ↳ No company is perfect. ↳ How honest are they about it? 16. Why is this position open? ↳ New role? Great. ↳ Replacing someone? Ask why. 17. What’s the next step in the process? ↳ Always close strong. ↳ Show you’re serious. The best interviews aren’t interrogations. ↳ They’re conversations. And the right job? It’s not just about them picking you. It’s about YOU picking them. ❓ What’s your favorite interview question? Drop it in the comments. ♻️ If this helped you, REPOST so others can see it too. ➕ Follow me Nathan Crockett, PhD for daily tips.

1 massive job search misconception—assuming the hiring team is fully prepared. This slows down your shot at the role. They might not fully understand the need of the role. They may not know who should lead the call. They expect you to fill the gaps. And people hire those who: — Take ownership. — Lead with clarity. — Ask the sharp questions. So if you enter an interview (or networking call) thinking: — “They’ll tell me everything I need to know.” — “I just have to answer their questions.” — “They’ll guide the conversation.” You risk leaving without making an impression. Because your message to them → “I’m waiting on you.” Here’s a better way to prepare: - Assume they'll be underprepared. - Build questions crafting why they need this role. - Prepare answers to those they might not have. And, make sure you don't miss this next part. Show up ready to: - Lead the conversation. - Clarify the biggest problems. - Position yourself as the answer. If your interviews feel flat and forgettable... — Take control. — Be the prepared one. — Turn passive chats into real opportunities. At this point you have 2 options: 1) Keep hoping the team is ready — and risk another forgettable interview — and waste another hour — and stay in the same spot 2) Lead the conversation — so you can stand out — so you can control the momentum — so you can close the gap to your next offer I believe I know where you want to land. Conversations > Applications #PrescribedByDx #jobsearch #careers

When hiring, send the interview questions ahead of time to all candidates. Surprised by this recommendation? If we think about the goal of the interview being to understand each candidate’s capabilities and fit for the role, then there’s no real need to “hide” the interview questions. This open approach is particularly beneficial for disabled candidates but ultimately helps everyone. Here are some reasons to share interview questions ahead of time: 1. Supports the performance of neurodivergent candidates. For neurodivergent candidates, such as those who are autistic or have ADHD, unexpected questions can create significant anxiety and impact their performance. Many neurodivergent candidates can benefit from having more time to process information, among other benefits. Knowing the questions in advance allows them to prepare thoughtful responses and demonstrate their true potential. 2. Supports D/deaf and hard of hearing candidates in doing their best. D/deaf and hard of hearing candidates may feel nervous about understanding the interview questions in real time. They may not all disclose their disabilities in the interview process and have often experienced past inaccessible interviews without captions or ASL interpreters. Providing the questions ahead of time ensures that they can fully understand and respond in the moment without pressure or anxiety, leading to clearer communication and a more equitable interview process. 3. Helps those who need more processing time. Many candidates may benefit from additional time to process information. Having questions beforehand allows them to reflect and organize their thoughts, resulting in more comprehensive and representative answers. 4. Creating accessibility benefits all candidates. Providing interview questions beforehand isn’t just beneficial for disabled candidates—it helps everyone! All candidates can benefit from reduced stress and better preparation, leading to a more relaxed and productive interview. For example, how many times have you been asked for an example from your past work experiences and you struggled to find a good one right in the moment? It’s hard to do! Sharing interview questions ahead of time promotes transparency and fairness, allowing interviewers to assess candidates based on their true capacities and fit for the role. What are your thoughts on this? Are you already doing this? #JobInterviews #Hiring #DisabilityInclusion

Lately I have noticed a few patterns during interviews. Here are the two that stand out: Poor attitude and scripted answers. Here Are 10 Ways I’d Prepare to Not Just Get Through the Interview Loop—But Stand Out: 1. Do your research. Know the company’s mission, recent news, and products. Understand the role and how your experience connects to it. If you know your interviewers’ names, look them up on LinkedIn. If there’s a shared interest or experience, bring it up early to build rapport. Interviews are conversations—starting with curiosity sets the tone. 2. Practice with intention. Amazon interviews (like many others) go beyond the basics. It’s not just “Tell me about a project.” They’re looking for: • Did you own it? • Did you think ahead? • Did you drive real outcomes? Build a story bank: • 3 strong projects • 1 launch • 1 blocker you overcame • 1 failure you learned from Each story should reflect clear ownership and align with the company’s leadership principles or values. 3. Go deep, not wide. Choose stories that show real depth. • What decisions did you make? • What tradeoffs did you weigh? • What metrics did you move? If you didn’t drive the outcome, don’t use the example. 4. Use the XYZ format. Frame accomplishments like this: “Did X in Y time, which resulted in Z.” Example: Launched a new internal tool in 6 weeks, saving 15 hours/week for the support team. 5. Use “I” statements. Unless the question is about collaboration or team dynamics, focus on your individual contributions. Use action verbs like “I optimized,” “I led,” “I implemented.” 6. Prepare for follow-ups. Practice high-pressure questions. Ask clarifying questions before you respond to make sure you fully understand. Example: “Tell me about a time you got pushback from leadership.” Interviewers want to see how you stay composed under pressure. 7. Use the STAR(T) method. Structure answers clearly: • Situation • Task • Action • Result • Takeaway This helps you communicate clearly and keep your answers on track. 8. Mirror your interviewer. Pay attention to your interviewer’s tone, pace, and energy. Some are direct and fast-paced, others are more conversational. Adjust your communication style to match theirs and build connection. 9. Be respectful, always. Kindness, curiosity, and professionalism go a long way. Don’t try to prove you’re the smartest person in the room. Focus on being the most thoughtful. 10. Interview them, too. You're not just being evaluated—you’re evaluating them. Ask smart questions to learn more about the role, team, and company culture. Avoid HR-related questions (like time off or salary) in early rounds unless prompted. Resumes get you in the door. The way you communicate, connect, and own your story—that’s what gets you the offer. Don’t aim to sound perfect. Aim to sound prepared, thoughtful, and real. What’s one thing you always do before an interview? Would love to hear how you prep.

After 15+ yrs interviewing and hiring at Fortune 500 companies, here's what I know: The difference between good and great candidates isn't talent. It's preparation. Here are the 12 must-prepare questions I've asked or seen being asked in interviews (and how to nail them): 💥 "Tell me about yourself" → Not your life story. Your career movie trailer: Hook, highlights, where you're headed (2 mins max). 💥 "What makes you different?" → Pick 3 strengths that solve their problems (I'll teach you how to find these). 💥 "Your biggest weakness?" → Be real. I've heard every "perfectionist" story. Show self-awareness and growth instead. 💥 "Why us?" → If you can't articulate this clearly, you're not ready. Research isn't optional. 💥 "Tell me about a challenge" → Use the STAR method: Situation, Task, Action, Result. Keep it recent and relevant. 💥"How do you handle mistakes?" → Everyone fails. Winners show ownership and learning. 💥 "Managing multiple priorities?" → Concrete example + your system. Show me your mind works strategically. 💥 "Dealing with conflict?" → Focus on resolution, not drama. Emotional intelligence wins here. 💥 "Ethical decisions?" → Values matter more than outcomes. Pick a story that shows your compass. 💥 "Why leave your current role?" → Growth story, not escape story. Never bash your employer. 💥 "Missing a deadline?" → Ownership + Learning + Prevention. Three-part answer. 💥 "Your greatest strength?" → Match their needs. The job description is your cheat sheet. 🔥 Pro Secret: Record yourself answering these. You'll hear what needs work. The goal isn't memorization. It's authentic confidence. Save this cheat sheet. Your next interview could be tomorrow. 🔁 REPOST to help someone else get hired. 👤 FOLLOW for more practical job search content that works.

I’ve run ~150 initial interviews this past month, and a few big themes keep coming up that prevent people from moving forward. Sharing them here in case it helps you prep: 1. Not having a story or pitch Why this company? What do you want to do next and why are you the best person to do it? Make sure you practice a general storyline about your goals and your experience before each interview. 2. Talking way too long Check in with your interviewer before you spend more time walking down a rabbit hole ("I'll pause there, is there anything else you'd like me to go into more detail on?"). Conciseness is a learned but extremely important skill. 3. No energy This is esp important for younger gens, don't let your facial expressions or lack thereof betray you! Ask questions, react to responses, or pretend to be curious about things that the interviewer brought up if you struggle with energy in general. I know it's hard to have to do a song and dance over and over again -- really, I get it, because I'm on the other side doing the same thing. It’s okay to relax into it and be yourself. Sometimes that’s what makes the conversation most memorable for the person you're speaking with.

☎️ Preparing for a Phone Interview? This is what you can expect on a call with me. 👇 (And probably all recruiters out there in some shape or form) ❓ QUESTIONS:  1. How much do you know about us?  2. My pitch on the role  3. Do you have any questions for me?  4. Walk me through your resume  5. Deep dive into relevant experience 6. Role-specific questions ❗ WHAT I AM LOOKING FOR: 1. Depth of your research (strength of your interest/approach to career transitions) 2. Do I need to pitch at all at this point? 3. Depth of your questions shows the depth of your mind. Can you drive a conversation?  4. I didn't deep-read your resume. Can you tell a story that makes sense?  5. The best predictor of future performance is past performance  6. Can you solve the problem we want you to solve? ❓ NOT ROLE-SPECIFIC QUESTIONS:  1. Why change?  2. What's important to you?  3. Your goals and vision?  4. What does it take to be a top-performer in your role?  5. What are your Core Values? 6. Location | Notice period | Salary expectations ❗ WHAT I AM LOOKING FOR:  1. People career change for 2 reasons: decreasing the pain OR increasing the pleasure. What's yours? 2. Can the opportunity we offer you satisfy your needs? 3. Are you strategic about your career? Longevity and commitment? 4. Top performance comes in different shapes and forms. But if you are not a top-performer, you have no idea how it looks like.  5. Self-awareness. Main drivers. What's the force within that would manifest in intense work ethic.  6. Let's remove logistics out of the way. ▪️ NOTES TO SELF: 1. It is never about the question. It is always about the response the question is designed to elicit.  2. Understand what the interviewer is looking for. Your job is to facilitate the information exchange, not make it harder. Stories sell. 3. The one who asks the questions is in control of the conversation. Do you know how to control the flow of the conversation that suits your needs?  4. Great public speaking is a lot of private thinking. Your interview skills are a function of your writing. 5. Interview is a performance. Both theatrical and athletic. The best conversations are so entertaining you completely disappear in them. But the ability to drive such conversations never arises by accident. It is an outcome of deliberate practice and self-discipline. #interviewskills #candidates #recruitment