Adam Hayman
When you apply for a job, it can feel like your resume disappears into a black hole. So I asked Josh, Operations Manager at Vacuums R Us, what’s actually going on from the hiring manager’s point of view.
Let’s get into the interview.
I pay attention to small things. Do they return our calls or emails in a timely manner? Do they show up five minutes early? Are they put together? Did they take the time to research our company?
None of that is particularly complicated, but it tells me whether someone takes this seriously. Those small signals usually reflect how they’ll show up once they’re on the team.
We have a rule: if someone is late to an interview, it’s a hard no.
Talking badly about past employers can also be a red flag. It’s tough though, because many people have been genuinely taken advantage of in the past. So when I ask, it’s hard not to respond honestly with “Because they treated me like human chattel.” When I ask why someone left, I’m simply trying to learn more about your work history and gauge if you’re the type of person to quit at the first sign of friction.
Work is work sometimes. It isn’t always glamorous. I don’t want someone who bails the moment things get uncomfortable. But on the flip side, I know some employers are horrid and I would never blame you for leaving a position that made you miserable.
If you left a job you hated, you need to practice how you talk about that. You can say it wasn’t a healthy environment without sounding like you hate work itself. There’s a difference.
It is literally just as bad for us as it is for you, and it’s neither of our faults.
The current system is terrible for job seekers and small employers alike. The job seeker is forced to use a shotgun approach and just apply, apply, apply, in hopes of getting some sort of response. This results in us having to comb through hundreds of unqualified candidates.
Many candidates don’t even look at the job description until after we contact them for a potential interview. Then they realize it’s not a good fit for them and don’t respond to us. And I don’t blame them! They are just submitting as many applications as they can out of desperation, because that’s what the system rewards.
What happens though is it is a huge time suck for us and we end up not being able to be as responsive to people as we would like, and the whole process drags out.
Our listings actually say “Show up in person if you want to make an impression.”
Our entire team is instructed to do an on the spot mini “vibe check” interview. Whoever you hand your resume to, whether it’s first year sales person or a regional manager has “go, no go” authority to put you into the next phase of hiring. If one of our team members doesn’t think they’d enjoy working alongside you, that matters. We’ve all worked with coworkers who made the job harder than it needed to be. We’ve also worked with people who genuinely made our day better.
Making a real connection with the person you meet could gain you an advocate. That person might be the one who walks your resume straight to the owner and says, “Give them a shot.”
The most important part of the interview is often when I say, “Do you have any questions for me?” It’s a big part of how we measure engagement and overall interest. What you ask me is honestly more important than how you answer the questions I ask you.
The good news is you control that part completely. You can’t predict every oddball question I might throw your way. But you can absolutely prepare thoughtful questions that help guide the conversation.
