What exactly is the "pull" of screening interviewers?

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Anonymous User
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What exactly is the "pull" of screening interviewers?

Postby Anonymous User » Wed Aug 15, 2012 11:38 pm

Like if it was just a 1-5 year associate, can they make a "strong" recommendation for certain candidates they interviewed or something? I'm sure a partner/hiring partner might be a different story but yea, I was just wondering what an associate's role is in a screener besides tossing out the red flags.

Anonymous User
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Re: What exactly is the "pull" of screening interviewers?

Postby Anonymous User » Thu Aug 16, 2012 12:42 am

It can be huge. I more or less had the power to ding people when I was a 3L working a hospitality suite.

Every firm's policy is different, but generally if anybody in the early phases has a strong aversion to a candidate a firm sees no reason to blow the time and money on making sure.

anon168
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Re: What exactly is the "pull" of screening interviewers?

Postby anon168 » Thu Aug 16, 2012 12:55 am

Easier for a young associate OCI screener to ding an otherwise qualified candidate because of personality issues than it is for the same screener to bring in an otherwise unqualified candidate (e.g. below grades cutoff) based solely on feel and personality.

I certainly don't want to be that 3rd year associate at OCI who brings in someone at the bottom of their class because I thought this person had a "great personality" only to find out that everyone else at the firm thinks this candidate is basically a walking Styrofoam bucket.




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