"You've spent hours applying for the dream job and sitting through multiple interviews. Finally, you think you've won over the hiring manager when they ask, “when can you start?” You'd be forgiven for thinking the right answer, is “straight away.” After all, you want to seem eager. But be warned: Shapiro says being available within two weeks is a big red flag that could land you in the rejection pile."
"“They don't get the job, because they'll treat us the way they treat that former employer,” Shapiro recently told CNBC in 2024. “I want an [employee] with a level of commitment to their organization-even if they don't love their job-where they won't leave their employer hanging.” Unless, of course, you're unemployed-in which case, the pass-fail question doesn't apply."
"For Shapiro, it doesn't matter how senior the prospective candidate is, they'll still be subject to the same test-and the longer their notice period, the better. Shapiro said he used the go-to question when hiring the company's chief operating officer. He recalled being “very thankful” that she said need up to six weeks to adequately transition from her former job."
"“I said, 'That's perfect. You got the job,'” he added. Although Shapiro didn't specify her name in the interview, Glenda MacMullin is CTA's COO according to the association's website-which means that he's been using the question for at least 20 years, as she"
A hiring question about when someone can start is used as a commitment test. Saying a start date within two weeks is treated as a red flag and can result in rejection. The preference is for employees who will not leave their organization hanging, even if they do not love their job. The same standard applies to senior candidates, and longer notice periods are viewed more favorably. The approach can also apply to exiting employees, rewarding adequate transition time from a prior role. An example is given of a COO candidate who requested up to six weeks to transition and was accepted immediately.
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