“The time you spent preparing for this interview has taught you more than most interviewers understand about the hiring process,” I said.

“Why is that?” Kimberly responded.

“Most managers are too busy with important adult stuff, so they don’t have time to think about hiring. Here is the way most managers get pulled into the interview process.

Hey, Joe, we have a hot candidate for that new supervisor’s position. A couple of people have talked to him and they are really impressed. Say, could spare fifteen minutes, go meet him down in the conference room, and see what you think?

“So, tell me, Kimberly, what chance does Joe have of conducting an effective interview that will give him the proper information to make a hiring decision?”

“Well, I suppose he could just see if he likes the guy.”

“Exactly, with no understanding of the job description, without sufficient thinking about the specific skills required, with no opportunity to think through effective questions, Joe will have no other choice but to make his decision on whether he likes the guy or not. One of the biggest hiring mistakes is making the decision based on gut feeling.”

“So, as a candidate, where does that leave me?” asked Kimberly.

“Armed with what you now know, you have more power than you think.”