Comments on: Multiple Interviews & Candidate Experiences http://punkrockhr.com/multiple-interviews-candidate-experiences/ Anti-Establishment Career Advice Sat, 13 Mar 2010 20:57:44 -0800 http://wordpress.org/?v=2.9.2 hourly 1 By: scottthekyhrguy http://punkrockhr.com/multiple-interviews-candidate-experiences/#comment-18826 scottthekyhrguy Tue, 27 Oct 2009 21:55:21 +0000 http://punkrockhr.com/?p=5532#comment-18826 Why is HR selecting anyone other than HR staff anyway? Or deselecting anyone? Do we have a fair process, is the candidate pipeline adequately diverse? Do we have any trending that suggests remedial action is in order? We're too involved as it is. We should be training hiring managers how to do it right, filling the pipeline, improving the tools, and getting the hell out of the way. Why is HR selecting anyone other than HR staff anyway? Or deselecting anyone? Do we have a fair process, is the candidate pipeline adequately diverse? Do we have any trending that suggests remedial action is in order? We’re too involved as it is. We should be training hiring managers how to do it right, filling the pipeline, improving the tools, and getting the hell out of the way.

]]> By: MattyMat http://punkrockhr.com/multiple-interviews-candidate-experiences/#comment-18744 MattyMat Mon, 26 Oct 2009 19:43:44 +0000 http://punkrockhr.com/?p=5532#comment-18744 This [expetive] is a certified spoiled little cretin--- try working anything freelance-- you get so used to rejection, you walk into interviews expecting to be rejected, to where you can EASILY use the takeaway-- ((right on, Laurie!!)) "I don't want to work for this two-bit outfit anyway--- See ya!" Watch the offers fly through the window like flying cockroaches. Nobody likes a nervous kiss-ass. I had one interview where the negative vibes were like chunky peanut butter-- and I said after 20 min "Ok, let's just stop right here-- I know I'm not going to be working here anytime soon-- do you know another place that's hiring??" Shocked, the interviewer gave me a lead-- and was just glad to get the interview over with. I loved doing that!! If you have the feeling you're not getting the job-- end the interview and walk out on your own! Empowerment, Man!! Stick it to the man!! Try it--- feels Great!! ... and you just might get the job. This [expetive] is a certified spoiled little cretin— try working anything freelance– you get so used to rejection, you walk into interviews expecting to be rejected, to where you can EASILY use the takeaway– ((right on, Laurie!!))

“I don’t want to work for this two-bit outfit anyway— See ya!”

Watch the offers fly through the window like flying cockroaches. Nobody likes a nervous kiss-ass.

I had one interview where the negative vibes were like chunky peanut butter– and I said after 20 min “Ok, let’s just stop right here– I know I’m not going to be working here anytime soon– do you know another place that’s hiring??” Shocked, the interviewer gave me a lead– and was just glad to get the interview over with. I loved doing that!! If you have the feeling you’re not getting the job– end the interview and walk out on your own! Empowerment, Man!! Stick it to the man!! Try it— feels Great!! … and you just might get the job.

]]> By: Geoff http://punkrockhr.com/multiple-interviews-candidate-experiences/#comment-18734 Geoff Mon, 26 Oct 2009 16:16:52 +0000 http://punkrockhr.com/?p=5532#comment-18734 Bob Sutton's "Work Matters" blog had a post up about selecting talent recently. The bottom line was that according to the research he quotes, tests of "general mental ability" were the best predictor of who would succeed in the job. Various kinds of job interviews were five and six on that list: 1. GMA tests ("General mental ability") 2. Work sample tests 3. Integrity tests: surveys design to assess honesty ... I don't like them but they do appear to work. 4. Conscientiousness tests: essentially do people follow-through on their promises, do what they say, and work doggedly and reliably to finish their work. 5. Employment interviews (structured) 6. Employment interviews (unstructured) The whole post is here: http://bobsutton.typepad.com/my_weblog/2009/10/selecting-talent-the-upshot-from-85-years-of-research.html Bob Sutton’s “Work Matters” blog had a post up about selecting talent recently. The bottom line was that according to the research he quotes, tests of “general mental ability” were the best predictor of who would succeed in the job.

Various kinds of job interviews were five and six on that list:

1. GMA tests (“General mental ability”)
2. Work sample tests
3. Integrity tests: surveys design to assess honesty … I don’t like them but they do appear to work.
4. Conscientiousness tests: essentially do people follow-through on their promises, do what they say, and work doggedly and reliably to finish their work.
5. Employment interviews (structured)
6. Employment interviews (unstructured)

The whole post is here:
http://bobsutton.typepad.com/my_weblog/2009/10/selecting-talent-the-upshot-from-85-years-of-research.html

]]> By: Mark Jacinto http://punkrockhr.com/multiple-interviews-candidate-experiences/#comment-18710 Mark Jacinto Mon, 26 Oct 2009 10:51:28 +0000 http://punkrockhr.com/?p=5532#comment-18710 Laurie - good question. Is interviewing really the best way to make a hiring decision??? Imagine hiring someone without having to interview the person. How would you do it? I would call his most recent bosses first. I would then talk to a few of his peers or subordinates. Then maybe I would drop by his house when he isnt home to see how neat his room is. Then I would ask him to meet me at a cafe then I wont show up. Then I'll see how he reacts to that. LOL. So anyone want to redesign the recruiting process? Laurie – good question. Is interviewing really the best way to make a hiring decision??? Imagine hiring someone without having to interview the person. How would you do it? I would call his most recent bosses first. I would then talk to a few of his peers or subordinates. Then maybe I would drop by his house when he isnt home to see how neat his room is. Then I would ask him to meet me at a cafe then I wont show up. Then I’ll see how he reacts to that. LOL. So anyone want to redesign the recruiting process?

]]> By: Erinn O'Connor http://punkrockhr.com/multiple-interviews-candidate-experiences/#comment-18708 Erinn O'Connor Mon, 26 Oct 2009 08:59:52 +0000 http://punkrockhr.com/?p=5532#comment-18708 With all of the technology and information we can get from internet sites and whatnot, there is NO reason that a person interviewing for a job should be misinformed or unaware of not only the company that they are interviewing with but the person that they are interviewing with as well. If they are using a recruiter to represent them, then shame on the recruiter for not prepping their candidates before an interview. As for the HR manager or hiring managers, it is PAINFUL how long this process of hiring has become. I have a short list of companies that actually make a decision within 2-3 interviews.... otherwise it is a very long and drawn out process. Here's the deal though... if you are unemployed its frustrating but look at it like this. The more people you interview with, the more people you meet. And the more people you meet, the more you increase your network... so charm the hell out of them and have fun with each step of the process. Look at each interview as one more chip off the block that you just chipped away and that it gets you that much closer to your goal... which is landing your next job! With all of the technology and information we can get from internet sites and whatnot, there is NO reason that a person interviewing for a job should be misinformed or unaware of not only the company that they are interviewing with but the person that they are interviewing with as well. If they are using a recruiter to represent them, then shame on the recruiter for not prepping their candidates before an interview. As for the HR manager or hiring managers, it is PAINFUL how long this process of hiring has become. I have a short list of companies that actually make a decision within 2-3 interviews…. otherwise it is a very long and drawn out process. Here’s the deal though… if you are unemployed its frustrating but look at it like this. The more people you interview with, the more people you meet. And the more people you meet, the more you increase your network… so charm the hell out of them and have fun with each step of the process. Look at each interview as one more chip off the block that you just chipped away and that it gets you that much closer to your goal… which is landing your next job!

]]> By: Laurie http://punkrockhr.com/multiple-interviews-candidate-experiences/#comment-18702 Laurie Mon, 26 Oct 2009 02:30:32 +0000 http://punkrockhr.com/?p=5532#comment-18702 @Stacey Hahahahahha, awesome. Let us know. @akaBruno <i>The NFL spends significant time and resources, has hours of performance data, conducts several interviews, and still whiffs 75% of the time. Why should we expect HR to do any better after looking at a resume and conducting 1 or 2 interviews?</i> I guess I would ask why we think interviewing is the right way to hire people. @Amy I'm with you and not everyone is an arrogant bastard, but but maybe it's time to start asking why we need multiple levels of consensus. I mean, really, the process isn't working. Also, I'd like to ask why we expect HR to manage the candidate flow. It's like sticking your finger in a dam. The dam is cracked. It's gonna burst. Just a matter of time. @Michael Amen, brother. @Michele It cannot. It starts with smart HR people (like you?) asking these important questions. Next step: doing something about it. @Joan I agree but that doesn't mean it's right. @Puf That is brilliant. You can't go anywhere but up in that company. :) @Natalia I am so sorry. I know how you want to say NO to the homework but you're scared you won't get the job. I say, fuck it, do you really want this job? Mark my words, that company sucks. Some HR people justify these behaviors and say, "How are we supposed to know if the person is qualified?" I say, "Do your due diligence. Check references. Ask decent interview questions. Take a leap of faith. You're not hiring a replacement for Stephen Hawking." Jesus. @Stacey Hahahahahha, awesome. Let us know.

@akaBruno The NFL spends significant time and resources, has hours of performance data, conducts several interviews, and still whiffs 75% of the time. Why should we expect HR to do any better after looking at a resume and conducting 1 or 2 interviews? I guess I would ask why we think interviewing is the right way to hire people.

@Amy I’m with you and not everyone is an arrogant bastard, but but maybe it’s time to start asking why we need multiple levels of consensus. I mean, really, the process isn’t working. Also, I’d like to ask why we expect HR to manage the candidate flow. It’s like sticking your finger in a dam. The dam is cracked. It’s gonna burst. Just a matter of time.

@Michael Amen, brother.

@Michele It cannot. It starts with smart HR people (like you?) asking these important questions. Next step: doing something about it.

@Joan I agree but that doesn’t mean it’s right.

@Puf That is brilliant. You can’t go anywhere but up in that company. :)

@Natalia I am so sorry. I know how you want to say NO to the homework but you’re scared you won’t get the job. I say, fuck it, do you really want this job? Mark my words, that company sucks. Some HR people justify these behaviors and say, “How are we supposed to know if the person is qualified?” I say, “Do your due diligence. Check references. Ask decent interview questions. Take a leap of faith. You’re not hiring a replacement for Stephen Hawking.” Jesus.

]]> By: Natalia http://punkrockhr.com/multiple-interviews-candidate-experiences/#comment-18700 Natalia Mon, 26 Oct 2009 01:54:17 +0000 http://punkrockhr.com/?p=5532#comment-18700 Multiple rounds of interviews seem to be the norm and I can deal with that. What I cannot deal with is when I am prepared for multiple rounds of interviews and the folks conducting the interview say to me "I haven't even read the job description" during the interview process. Love it even more when the a person who is in the position to be a 1 of the 2 man team and she says "I don't even have experience in this area and I got hired!" That's awesome! Laurie, the latest and greatest in my world is being given a "homework" assignment to complete as part of the interview process. I have handed over two marketing plans to two different companies in order to stay in the race for the positions. Super frustrating to hand over proprietary information/ideas, it's essentially free consulting and feels very dirty. Multiple rounds of interviews seem to be the norm and I can deal with that. What I cannot deal with is when I am prepared for multiple rounds of interviews and the folks conducting the interview say to me “I haven’t even read the job description” during the interview process. Love it even more when the a person who is in the position to be a 1 of the 2 man team and she says “I don’t even have experience in this area and I got hired!” That’s awesome!

Laurie, the latest and greatest in my world is being given a “homework” assignment to complete as part of the interview process. I have handed over two marketing plans to two different companies in order to stay in the race for the positions. Super frustrating to hand over proprietary information/ideas, it’s essentially free consulting and feels very dirty.

]]> By: HRPufnstuf http://punkrockhr.com/multiple-interviews-candidate-experiences/#comment-18690 HRPufnstuf Sun, 25 Oct 2009 18:34:53 +0000 http://punkrockhr.com/?p=5532#comment-18690 I came to the job I'm in now because of their crappy interview process. I was appalled that I interviewed with a dozen different people and because there was no coordination, repeated the exact same interview 12 times. When it came time to make a decision, I had offers from multiple companies, I chose the worst process, because I knew they needed me most. Candidate experience is one of the most overlooked aspects of the interview process, sadly. I came to the job I’m in now because of their crappy interview process. I was appalled that I interviewed with a dozen different people and because there was no coordination, repeated the exact same interview 12 times. When it came time to make a decision, I had offers from multiple companies, I chose the worst process, because I knew they needed me most. Candidate experience is one of the most overlooked aspects of the interview process, sadly.

]]> By: Joan Runnheim Olson http://punkrockhr.com/multiple-interviews-candidate-experiences/#comment-18687 Joan Runnheim Olson Sun, 25 Oct 2009 17:18:03 +0000 http://punkrockhr.com/?p=5532#comment-18687 Most of my mid- to high-level clients have reported being involved in multiple rounds of inteviews. I think that's the norm, rather than the exception, with the exception of lower level positions. Most of my mid- to high-level clients have reported being involved in multiple rounds of inteviews. I think that’s the norm, rather than the exception, with the exception of lower level positions.

]]> By: Michele http://punkrockhr.com/multiple-interviews-candidate-experiences/#comment-18678 Michele Sun, 25 Oct 2009 10:36:24 +0000 http://punkrockhr.com/?p=5532#comment-18678 I think we've heard all sides of the story and everyone has a point, but I agree with the concept that HR departments as a whole do not give enough thought to how the candidate feels. Even the ones that are stretched thin would do well to invest in their company's reputation with candidates by stepping back and looking at their interview process... and asking themselves where they can inject the right feedback, at the right time. Involve the hiring managers in the discussions, and and hold them accountable for their part in the exercise. It's an easy sell, especially now, because EVERYONE knows how it feels to be ignored during an interview process. There is never a time when HR feels it has the breathing room to look at a process but that doesn't mean it shouldn't step up to the plate and make a slight modification to one of it's key processes. It can't be that hard, can it? I think we’ve heard all sides of the story and everyone has a point, but I agree with the concept that HR departments as a whole do not give enough thought to how the candidate feels. Even the ones that are stretched thin would do well to invest in their company’s reputation with candidates by stepping back and looking at their interview process… and asking themselves where they can inject the right feedback, at the right time. Involve the hiring managers in the discussions, and and hold them accountable for their part in the exercise. It’s an easy sell, especially now, because EVERYONE knows how it feels to be ignored during an interview process. There is never a time when HR feels it has the breathing room to look at a process but that doesn’t mean it shouldn’t step up to the plate and make a slight modification to one of it’s key processes. It can’t be that hard, can it?

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