Former CEO Reveals He Rejects Job Candidates Who Can Start Immediately

(SeaPRwire) –   Like many CEOs, Gary Shapiro, the executive chair and former CEO of U.S. trade association Consumer Technology Association, uses a single decisive interview question to assess job candidates—and rejects those who fail it.

Imagine this scenario: After hours of applying and multiple interviews, you’re confident you’ve impressed the hiring manager—until they ask, “When can you start?”

Many might answer with “immediately” or “as soon as possible,” believing eagerness is the key. But Shapiro warns that being available within two weeks is a major red flag—and such candidates won’t be considered for hire. He explained to CNBC in 2024: “They don’t get the job, because they’ll treat us the way they treat that former employer.”

“I want an employee who shows commitment to their organization—even if they don’t love their current role—so they won’t leave their employer in the lurch,” he said.

However, Shapiro adds that this rule doesn’t apply if the candidate is currently unemployed.

Loyalty test extends to returning employees

It’s no surprise that Shapiro values loyalty, having served as CTA’s chief executive for over 30 years. The test applies regardless of seniority—the longer a candidate’s notice period, the better.

He recalled using the same question when hiring the company’s chief operating officer and was pleased when she stated she needed up to six weeks to transition properly from her previous position. “I said, ‘That’s perfect. You got the job,’” he said.

While he didn’t name her during the interview, Glenda MacMullin is listed as CTA’s COO on the association’s website—meaning Shapiro has likely been using this test since at least 2004, when she joined the firm.

The loyalty check also applies to current employees giving notice. Shapiro noted that departing on good terms—including providing at least two weeks’ notice—is often a factor in deciding whether to rehire “boomerang” employees.

Interview questions face scrutiny due to AI

Though Shapiro’s method has endured, many hiring managers today are rethinking traditional interview techniques in light of artificial intelligence.

Greg Yang, cofounder of Elon Musk’s xAI, publicly called out a candidate who attempted to cheat during an interview by using large language models to generate answers off-screen.

Yang wrote on X (formerly Twitter): “A candidate tried to use Claude during the interview, but it was way too obvious.”

The applicant even admitted that others had leaked interview questions on platforms like 1point3acres and Cscareers.

Outside tech, job seekers are sharing tough interview questions on sites like Glassdoor to help each other prepare. For example, Goldman Sachs’ quirky riddles have been widely circulated on the platform.

Yang’s post prompted other employers to speak out about candidates exploiting AI tools during interviews—and some have responded by abandoning scripted questions altogether.

One hiring manager now reverses the format, asking candidates to pose questions to him instead: “If they can’t adequately question you, they probably don’t have enough experience.”

A version of this story originally published on .com on November 1, 2024.

CEOs, we want to hear from you: What are your hiring red flags? Do you have any make-or-break questions? Get in touch at Orianna.Royle@.com

Other hiring tests Orianna has covered include:

• Live feedback to test their reaction
• One CEO asks: ‘Design a car for a deaf person’
• A coffee cup test
• Asking candidates whether they think we are in an AI bubble
• A 45-minute dinner to catch out if you say this one word