first Interviews, but No Call-Backs or Offers?

​This happens a lot! If there were biases (age, gender, job-hopping, employment gaps, etc.), you would not have been scheduled for the interview(s). So why nothing since the first interview?

A ‘Thank You’ email within 24 hours of the interview helps a great deal. That said, perhaps you did not interview well, and I’ve had thousands that did not during my decades as a Vice President/General Manager. What did you do wrong, or did a competitor do much better in responding to the questions?
 
First, some people are far, too wordy with their responses. Ask them the correct time and they will tell you how to build a clock! Brief, pointed, solution-oriented answers are needed here. Never volunteer information unless asked no matter how important you believe it to be.
 
Secondly, who says that the candidate must wait until “the end” of the interrogation to ask questions? After more than one hour, to be asked if you have any questions, (most candidates are tired of this, too) they respond...”No, I believe that you answered everything.” Really? 98%, in my experience, of candidates ask no questions and thinking you can ask a load of questions at “the end” of the interview is not realistic. The interviewer expects the candidate to respond with a “no” and there are probably other candidates waiting in the lobby!
 
Why do so many ‘millennials’ job-hop? I believe that it is because they did not ask the best questions during the interview regarding job expectations, corporate culture, management styles, their fellow team members, career pathing, etc. They find out the true answer(s) after beginning employment, live with it for a while, and then quit.
 
Yes! Above, I referenced a job interview to an interrogation. The typical interviewer has 30+ questions typed, stapled, and with coffer cup stains on it. They’ve been asking these questions for years...maybe decades, and they don’t get what they really need to make a great, hiring decision! They ask many questions intended to trip you up, e.g., “If you were an animal, what kind would you be?” and so many others.
 
Lastly, easily change a boring, rather uninformative, interrogation into a more enjoyable, meaningful (for both parties) CONVERSATION! Unless you visit a police station frequently, you are nervous about being 'interrogated,' right? How? After the interviewer’s first question, count to two (in case he/she has a follow-up question) and begin asking sharp, pointed, business questions, e.g., “What do you believe are the issues...challenges that will face your successful candidate on their first day?” (S)he will have to think a minute and, generally, you get two, major ones...no more than four. Now, sell the fit! Real issues with real solutions! No other candidate will do that!! Ask permission to ask your first, two questions and now you have a conversation going and you’ll see that pile of interview questions shoved to the side. You both are addressing the real issues and enjoying it more. No one hires someone they don't like!
 
I provide my interview coaching clients with the questions. One set for their future boss and another set for anyone else that may interview you (other department heads, HR, etc.).
 
The ‘Thank You’ email is separately written to each interviewer and send one to his/her Administrative Assistant. More than 90% of decision-makers casually ask their Admin for his/her opinion and you are the only one that sent an email thanking them for their hospitality! It’s the accumulation of the ‘little’ things!
 
Only a great resume and cover letter gains interviews. Only great interviewing gains second interviews, if needed, and Offers!!