Please either be a consultant or teach classes in good hiring practices. I’m old enough to remember hiring managers just like you, and getting a job back then was never as stressful as it is now, with all the idiotic psychological trick questions, and teams of several interviewers ganging up on prospective employees, asking those stupid questions from every direction, so the poor interviewee doesn’t know who the f**k to answer or even look at. One experienced interviewer to one interviewee is really all that’s necessary, ffs.

#7 DEFINITELY!! I can't tell you how many times I've applied or interviewed for a job and never heard back! It's frustrating to no end! I interviewed a week ago for a job I really wanted, they (because there were 4 of them) said they'd let me know by the next Friday. Never heard back from them one way or another. I'm going to assume I didn't get the job since they couldn't be bothered to let me know. Oh and the "silly" interview question. Yeah I've had that. The whole time I'm thinking what does this have to do with the price of tea in China??

If only everyone interviewed like you. I've had 50-question personality tests thrown my way more than once for the same job. I also can't stand all the aptitude tests that are unrelated to what I do. Do I really need to calculate some complex math equation when I work in graphic design?

One more thing I didn't see you mention, don't interview a hundred people. Shortlist before you even start setting up interviews. We always took the approach of three stacks - one is definitely not getting an interview, one is definitely getting an interview, and the third was potentially getting an interview. We'd have more than one person view the apps and then compare notes. If everyone agreed on the definitely's they'd be discarded or kept accordingly. If there was dissent they'd move to the potential pile. Then we'd look at the Definitely keep pile. If there were plenty we'd basically just interview them (and bad luck to the potential pile). We'd narrow that pile down to maybe 10 to interview. If there were only a few definitely's we'd discuss the people in the potential pile to compare positives and minuses. Often a few of those would get added back to the definitely pile so we'd get at least 6-10 interviewees.

In my experience we didn't send a note after with timeframes. We'd mention that during the interview process. Sometimes the interviewee would ask, if they didn't we'd say something like "we'll review these and you should expect a response with x days/weeks". We also would notify the applicants whether they were successful or not. The only time we'd contact them again (other than to notify success/fail) would be if for some reason the hiring process was delayed or additional information was required (we almost never did multiple rounds of interviews).

My mom would tell me "You have an advantage over a lot of people who are applying but are not good for the role. You've never been arrested nor gone to jail. You don't have any addictions. You don't have tattoos or any unnatural hair colour. You dress professionally and you've graduated high school." Now, I do realize she's a very judgy person, and that's my point. All of what she's stated is not an indicator you can't be employed. Everyone is in competition with you.

Or when you find out they have to play act at interviewing people to cover up for either hiring internally or hiring the boss’ kid.