Interviewer Double Standards – When The Interviewer Has A Cell Phone In The Interview

Interview Chatter - Darlene McDanielDarlene McDaniel - Interview ChatterPicking up on the Showing Compassion To A Job Seeker post from Friday, Darlene McDaniel talks about how hiring managers can show compassion to a job seeker, specifically in an interview! Go figure.

I remember as a hiring manager my goal was to look for the best person. I wanted someone competent who was low-maintenance and would make me look good (in front of my peers and customers). The interview was a place where I could learn more about them, and see what their personalities were, how quick they were on their feet, etc.

I wasn’t a jerk, but I knew I was in a position of power. I was trying to figure out who I would hire. I had a job to do.

I didn’t realize how jerky this could come across. I don’t excuse any hard or weird questions, as I had a purpose for all of them.

But I don’t remember taking a cell phone call during an interview. Or jumping out of an interview for an impromptu meeting. Or being late to an interview (making the interviewer wait an long time), or responding to e-mail on a crackberry.

When I became a lowly job seeker, I had all that happen to me.

Go check out Darlene’s post – she has a list of seven things for hiring managers. If you are a hiring manager, perhaps this will help.

If you are a job seeker, don’t read it. It will only be one more thing to frustrate you, as you see more of this in interviews.

10 thoughts on “Interviewer Double Standards – When The Interviewer Has A Cell Phone In The Interview”

  1. Hey Jason!! What a nice surprise! Thanks for the post, the link, the love.. I feel it all the way on the east coast. This was the idea I mentioned on your post. I have heard many things from jobseekers that seem to happen in the course of an interview. It seemed like an interesting way to handle these issues. So many people ask, why there is a double standard. If they were to take a call on their cell phone during an interview, it would kill their chances of even being considered for the position. But so many leaders, managers in organizations, do it right there in the interview. They apologize, and the interview goes on. Thanks for sharing it with your readers. I truly hope it helps!!

  2. I remember back to times in my life when I was desperate for work, and how awkward it felt to be the outsider venturing into the smug kingdom of the employed. A bit of empathy and compassion goes a long way and sets an example for those around you. It’s good to remember a few well-worn cliches: “It’s a small world,” and “What goes around, comes around.” Roles may be reversed soon than one thinks.

    I’m a fan of Darlene and Interview Chatter. Good catch on her good post.

    All the best,


  3. Hi
    Thanks for pointing out Darlene’s article. It’s a great reminder for the next time I’m nterviewing candidates. But I disagree with one thing – I think it is worthwhile reading Darlene’s post if you are a jobseeker as well.

    Darlene’s tips can help a jobseeker to structure an interview even if the interviewer isn’t doing a good job of it. For example, if the interviewer hasn’t clarified the core competencies of the job, it’s appropriate for the jobseeker to go ahead and ask.

    Nice find. Thanks!

  4. Walk a mile in someone else’s shoes. Empathy and just plain good manners goes a long way to making the interviewee feel comfortable and connecting with them as a person. If you want the best person for the job, there has to be some mutual respect for a start.

    Congratulations Darlene, for being featured at Jibber Jobber.

  5. Needless to say, I’m a Darlene camp follower. I’ve passed on her tips to my daughter who is a Recruiting Officer for an insurance company. This is one more advice I’m going to pass on.

  6. Wow, I’ve never answered my cell phone in an interview before, though some interviewees have unfortunately made me wish someone would call me to interrupt.

    Her suggestion of asking good questions is the KEY to finding great employees. The better the questions asked, the better the answers, and usually the higher caliber person you can find!

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