Welcome to Manager Tools. In one case, somebody did poorly and you know I decided I'm

going to stop interviewing, right? I'm not too far into it. I'm going to stop interviewing. In the second case,

I'm not so certain, I ask some difficult questions and sure enough, they fail. And now I'm certain. Now I feel good and I'm going to see you're certain. I'm going to stop.

So at that point, how do I finish the interview up?

And I do let them ask questions.

How do I transition from knowing I want to say no and getting them out of my office to actually stopping.

Yeah, that's right. How do you transition from knowing to doing, right?

Yeah, yeah. So let's be clear. Let's be super, super clear. Once you know, again, you stop interviewing. Now, there's no magic in finishing an interview. That said, it's certainly likely that the majority of your interviews will take the entire time or very

nearly the entire time and by the way the difference between very nearly the

entire time and the entire time is zero because in the mind of the candidate close to full time and full time an

interview is going to seem the same. A lot of our guidance is based on achieving

the purpose of the interview and the purpose of the interview

and the perception of the candidate of the managers,

the interviewer's behavior.

And whether you go, if you go 35 minutes of a 45 minute interview,

no candidate's going to say, oh, well well that must be bad, he finished early.

In my head, as I was writing this cast, I was thinking about somebody who, 20 minutes into an hour-long

interview, you knew that you were done. And if you go the whole distance that's fine if you

didn't know enough to say no for certain it's fine to wait. Keep interviewing.

Keep gathering data that causes you to be able to say yes, definitely no.

But of course this all begs the question, okay I know I finally decided as you said

either they gave me plenty of ammo or they gave me almost enough

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