Tom Sweeney

It's a coming of age tale….

Posts Tagged ‘Closure’

Rejected: Moving on after the interview

Posted by sweens on April 2, 2009

I was reading a blog yesterday that talked about how recruiting a position is a lot like setting a friend up on a blind date.  Trying to match two people and hoping there is a connection there – similar to bringing a candidate to an interview and hoping they make a connection with the hiring manager.  And while this blog was geared towards retention, I think this analogy applies to many scenarios in the staffing industry.


Let us focus on a very difficult issue for many people along the windy road of landing a new position.  You make it all the way to an interview but do not get selected for the job. 


Why?  What went wrong?  I thought it went really well.


 Those are all pretty common responses for candidates who leave an interview thinking that they have a good chance of closing on the position and are interested in what the position can offer them.  But a lot of the time, you do not end up getting the position and where do you go from there?


Many candidates are often looking for that aspect of closure following a lost opportunity.  It helps them move on or better prepare themselves for the next interview.  Similarly to breaking up with someone you have dated.  Was it me?  Was it them?  Do I need to change something?  I think the simply reality that people need to realize is that not everyone matches with everyone.  I have had candidates that are excellent candidates and many organizations would jump at the chance to hire them but they blow the interview.


This is not to say that the candidate can not interview, but sometimes you just do not match the person on the other end.  It is no ones fault, just the way things work out.  That being said, telling that to a candidate likely is not a viable option.  They want something concrete, something tangible that will explain the hiring decision.  And unfortunately, you do not always get that answer.


It is not common practice for employers to offer a post interview debrief as to why you did not get the job.  Recruiters can do a better job of getting this information for you since they work with the hiring managers but often times the information is not shared with all parties involved.  There are internal politics, budget cuts, family emergencies, etc; that can all get in the way of someone getting an offer – but that is unlikely to be shared with candidates.


While a recruiter should always do their best to debrief their candidates following an interview, candidates need to accept that at times, information will simply not be made available to them (including the recruiter) and accepting that they did not get the job is the only answer they are going to get.


I know it is not the most desirable situation for anyone to be in, but it is just the way interviewing works. 

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Closure during a relocation – just like after a break up

Posted by sweens on April 1, 2009

I have brought it up before under a different light, but in today’s business of permanent placements, employers will be seeking more information on why a candidate is prepared to move positions as they want to make sure they are making the right move when pulling the trigger and hiring a permanent employee.

Before, we looked at someone who is making the move from contracting into a permanent role. What motivations does this person have for making such a move? Can an employer look past such a move when comparing one candidate to another? What about relocation? Is relocating someone for a permanent position a viable staffing solution in today’s economy?

I have met candidates who have relocated for new positions that have ultimately not worked out the way they had hoped for and found themselves in an unfavourable working situation shortly after the move. When I started at Procom one of my first closes was a contractor who was Canadian but working in Texas and decided to gamble on a contract back in Ottawa. Granted it did not work out and the contract fell through some 8 days or so into the contract.

If this situation happened with someone who signed on as an employee, the company would have to offer them severance and likely through some dollars at the candidate to help cover the cost of relocation. While moves of this nature are often required, candidates need to be prepared to explain a career move that may seem a bit extreme in the eyes of the employer.

It is not uncommon for candidates to travel for opportunities and then decide they eventually would like to return to their roots. This simply needs to be conveyed to the recruiter or the employer. New grads travelling for their first break is a great move. People returning to a city where they have family is also a great move.

Moves such as these give any employer a bit of closure when they bring in a candidate that has had to relocate. Closure being something any employer will be looking for these days.

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