When the supply of candidates massively outweighs the number of jobs available, work givers have the option of being picky. There is a lot of wiggle room to impose their preferences. In “Thinking Fast and Slow”, Daniel Kahneman talks of how hard it is to convince people that interview processes regularly don’t add value. One tool in the Hubris Factory is to be very selective in hires, and regularly fire people. This gives the illusion of meritocracy. It is very difficult to evaluate this process objectively because you have no long-term, definitive, information on the people you didn’t pick, or the people you let go. The people doing the selecting/letting go are also often not subjected to their own criteria. One of my German words is – a question of taste. You need to detach from job interviews/opportunities. It is hard, because you know you. The interviewer does not (cannot will superficially form an opinion to think they do, and to reinforce their belief in their process. You are not your job. You are also not the jobs you did not get.