Now this is an assumption on my part, and I do think there are a lot of people who like to chalk off a bad interview as not their fault, and making the leap to saying that there wasn't a job offer on the table to begin with goes a long way in assuaging their guilt. I am cognizant of this possibility of error on my part.
The thing is I do have some experience interviewing people in previous employment and I do have an HR degree and some certification. Some of these "signs" have been apparent only well after the interview when I have a lot more information (additional interviews, finding out about how the new hire went, Q&A sessions with other managers, etc.) to work with.
The Top 10 Signs This Interview Wasn't Going Anywhere
The questions are overly-specific, in a general interview. There is a type of interview, a technical interview, that is all about ensuring that the applicant has the specific skills. In a general (some would dare say "regular") interview asking how you would do X given company-specific-tool Y can easily be too much. I've had interviews where the questions required insider information to answer. What a lot of people don't understand is that with modern business applications, the "same" software isn't standardized between companies. Two companies running the same database application are likely (almost certain) to have two different setups. I worked for one company that used two different AS400 databases. 99% of the employees didn't realize that both systems were using the same database application because they were setup, and named, differently.
In a panel interview, nobody who does the job or supervises those who do the job are present. How can you judge an employee's fitness for purpose if you aren't familiar with the job of that specific work center?
The interviewers do not know what position they are interviewing for. See #6
What do you do when these things happen to you?
- Relax.....you could be wrong.
- Relax.....see what you can learn from the experience.
- Relax.....you might be interviewing with these people for another position. You could be interviewing for the replacement for the internal candidate who has already gotten this job.
- Treat this like any other interview.