You may face some red flags which we previously discussed. You can also look for the information from nearest recruiter before finalizing for it. In case you missed the previous one, here it is,

Top Red Flags to Watch Out in Interview – Part One
Here are some other red flags you need to identify. Check them out now!

Same Ol’ Same Ol’
What is your greatest weakness? Tell me about a time when you faced a challenge at work. What do you like about our company? What is your background?

If interviewers at various stages of the process seem to be asking the same handful of questions, it should make you pause and ask “Why?” While this may not be a deal breaker, repeated questions can imply that the interviewer is “dialing it in” or does not have specific questions for you as a candidate. They should be asking specific questions about your past experience, recent work history, work style and expectations. Each level of an interview process should feel slightly different and challenge you in different ways.

Unpreparedness
From the recruiter such as executive healthcare recruiters to the hiring managers and all of the team members you speak to, everyone should be prepared to interview you. A lack of preparation is a red flag and only you can decide how important that red flag is to your final decision of whether to take the job. When an interviewer is unprepared, they are not giving you the most insightful answers, they are not able to direct you to the right people, they are not familiar with your background, and they are not engaged. Keep an eye out for these things.

According to some researches, more difficult interviews lead to higher employee satisfaction. A 10% more difficult interview was correlated to 2.6% higher employee satisfaction rating. But there is a threshold for how difficult is too difficult. On a scale of 1-5, 5 being the most difficult and 1 being the least difficult, the optimum level of difficulty for your interviews is a level 4. If you are not getting at least one of these four things in your interview, raise an eyebrow.

Tick Tock, Tick Tock
Think you are beholden to the whim of a company to determine interview duration? Think again!
In accordance to new study, the researchers looked at 25 countries around the world and show the latest trends in hiring duration. Among U.S. cities, the slowest hiring processes are found in Washington, D.C. (33.2 days), home of many federal government agencies. The fastest hiring processes are found in Kansas City, Kansas (16.9 days), a hub for rail transportation, manufacturing and distribution. The U.S. industries with the longest interview processes are Government (53.8 days), Aerospace & Defense (32.6 days) and Energy & Utilities (28.8 days). The sectors with the shortest interview processes are Restaurants & Bars (10.2 days), Private Security (11.6 days) and Supermarkets (12.3 days). You can check out the procedure of interview duration for health care facility’s position with healthcare recruiters.

This gives you the inside track on how long an interview process should take. If you are an informed candidate, you should move through an interview process faster and a good company that really wants you should find ways to remove hurdles and unnecessary bottlenecks that may cause you to decline an offer.

While companies themselves do appear to have substantial control the length of interview processes and the style of the interview, if you are an informed candidate you will know how to spot the red flags and address them head on.

Future Fuzziness
Similar to leadership, one thing to dig into while you are interviewing is the company mission, goals and roadmap. Try hard to get a clear understanding of those three things during the various stages of the interview process so that you are clear about how your role ladders up to those elements. A clearly definite roadmap is essential for you to do your job well and for you to know how the company measures success. If the future is fuzzy to those within the company that may be a red flag that the ship is either shaky or sinking.

  • Asked behavioral interview questions
  • Given skill based assessments
  • Assigned a project or a presentation
  • Meeting members from cross functional teams in the interview loop

Source (https://www.glassdoor.com)