Tom Sweeney

It's a coming of age tale….

Posts Tagged ‘Feedback’

Judge the Job

Posted by sweens on January 20, 2010

I came across this interesting website today while I was playing catch up on some of my networking and wanted to pass it on.  Judge the Job is an interesting site where employees leave anonymous comments/reviews/feedback on their employer both past and present.  I guess the idea behind the website is for individuals to make informed hiring decisions based on the reviews of current of previous employees. 

The website clearly displays a lot of information on its privacy settings which should protect any individual from being personally revealed.    One of the things I like is the satisfaction rating given to each employer.  Most of them seem to be positive so I’d hope all the reviews you would read on this site would not be all negative.

Check it out using the link above or the following URL – http://www.judgethejob.com/index.php

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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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Post Interview Feedback…

Posted by sweens on February 3, 2009

 

An important step in the recruiter/candidate relationship is the post interview feedback.  This can easily be a step that gets passed over from one opportunity to the next but it is one that can be very beneficial.  Recruiters on the whole want to be kept up to date anytime a candidate gets to interact with their clients so it certainly makes us feel good.

 

This step also allows a recruiter to find out what how the client interviews.  What types of questions they ask.  What they are interested in during an interview?  It is not uncommon for a client to say we are looking for “x” and once they interview someone who has “x” they tell that candidate that “x” is not important to them at all.  Letting your recruiter know what questions were asked can allow any miscommunication to get sorted our sooner rather then later.

 

The feedback any candidate can also provide to a recruiter following the interview will allow the firm representing you to appropriately seek out the hiring manager for feedback and allow them to have an informed conversation on your behalf.  All in all it is a quick 2 minute conversation that helps the process.  What have you got to lose?

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