Multiple job interview etiquette.

[Alexander]

I agree with LiquidMidnight that interview processes as a whole are not particularly effective predictors of success in a role. But my perspective is that has more to do with the fact that 90%+ of the interview processes I've encountered out there just plain suck. A well constructed process with skilled interviewers can be highly effective and often significantly more relevant in my experience than standard assessments. I could wax on and provide data supporting why I believe that, but don't want to get too far off topic.

Also, regarding prospective employers asking about other opportunities you may be exploring - it is certainly ethical and very commonplace. IMO, being transparent about exactly where you are is a strong negotiation tactic - it encourages employers to move faster and come with a stronger offer. Again, just IME, candidates that are more cagey or guarded around things like this tend to raise a bit of a red flag. And they're certainly getting lowballed (if they get to offer at all). If they're interested in the company and role, inevitably they'll come clean anyway and the end result will be the same. As the employer, I'd just feel better about how we got there.

At executive level, I ask candidates all the time for W2s, comp and retirement statements. I also ask for specific breakdowns of all competing offers - 9 times out of 10, candidates happily provide it. Again, standard industry practice....

 

[UncleFluffy]

IMO, being transparent about exactly where you are is a strong negotiation tactic - it encourages employers to move faster and come with a stronger offer. Again, just IME, candidates that are more cagey or guarded around things like this tend to raise a bit of a red flag. And they're certainly getting lowballed (if they get to offer at all). If they're interested in the company and role, inevitably they'll come clean anyway and the end result will be the same. As the employer, I'd just feel better about how we got there.

At executive level, I ask candidates all the time for W2s, comp and retirement statements. I also ask for specific breakdowns of all competing offers - 9 times out of 10, candidates happily provide it. Again, standard industry practice....

I think this varies depending on the level you're interviewing for. Someone with a proven track record has supply and demand in their favor and has more negotiating power than someone just out of school.

(When I'm interviewing higher level folks the interview is more about "can I get on with this person?" "will the team be happier and more productive with them in it?" and less about "what specific skills do they bring to the table?" For senior/principal level tech folks I'm actually looking for 45 minutes of interesting conversation. If things don't flow and it reverts to a stilted question/answer format then that's a bad sign.)

 

[MJ5150]

Good point on your first comment.

Everyone has something to add to this discussion, which is a good thing, but interviewing for CIO and interviewing for desktop support are two different interviews.

-Mike

 

[Alexander]

Agreed - it is a supply and demand issue, not a level one though, IMO. I'm not sure there is a more highly competitive marketplace for talent right now than college tech hiring. The big players are hitting top schools hard and throwing some big packages at top candidates. All of the good ones have multiple offers on the table...

And, I don't think the transparency issue is different, really regardless of role\level. Yes, below exec level validating existing comp doesn't typically happen. But, I do believe the same concept applies. Open\honest approach is a sign of professional maturity, regardless of level. Most professional jobs don't have a fixed price associated with them - they all have ranges. To go higher in the range (above mid-point usually) require some kind of business case to pass through. Very few cases do NOT involve being competitive on the candidate's current comp or competing offers...