@interviewingcom thanks for sharing this piece!
@interviewingcom thanks for sharing this piece!
Unfortunately I think this persons advice is indicative of the type of people who gravitate towards working in HR .....superficial, on a power kick, add little value and looking for quick and easy ways to write people off. I once worked with an HR person to find engineers with a very advanced skill set for a 2 year project and after 3 months of being presented with people who would be really really great at selling cars but not designing them I insisted I go through her pile of "discards". Long story short I found the best people you could hope for in that pile and if I had gone with the folks who were far better at selling themselves than at engineering the project would have been a nightmare. In my experience, those are the folks who are only good at networking, shifting blame, taking credit, that kind of thing. Unfortunately HR folks really love them.
I feel like you should ask "what could I have done better" in that rare case when they have the courtesy to call you and tell you that they went with someone else.
But isn't feedback an important part of any process? I do agree "What did I do wrong?" is not the best way to word it. But why can't someone ask for where they can improve especially if the person that was part of the decision may have some pointers for them next time. I know I get a lot of feedback in my life and it helps me so much!
Whilst I understand that this post was to encourage candidates to do a bit of self assessment, my thoughts is that if they feel they have gone wrong in the interview, they've already done some evaluation of the interview and are aware they went somewhere wrong. They may have even done further self assessment and pin pointed where they think they went wrong and could be looking for confirmation. We got to remember that self assessment can sometimes be quite subjective and the recruiter can give an objective bit of feedback.
I would think that they would be using their own assessment and that of the recruiter to understand as a whole where they went wrong and then how they can improve.
Someone remind me why its difficult to take 5 minutes to explain to a candidate why they're not getting the job? Being "overburdened" as a Recruiter is not the right answer. Additionally, there is huge value added to a candidate in telling them why they didn't get the job. You may not be able to control what they do with that information, but that doesn't mean that you shouldn't do your job.
For example: Let's say that Bonnie applies for job X. She is sure that she's a perfect fit and that the interview went well... but she doesn't get the job... why? Bonnie would like to know. Is it just that someone was better? Did she lack experience in a way where another candidate had that experience? Sorry Bonnie, I'm not going to tell you because you can't handle that information.
Do you see how ridiculous that sounds? I'm sorry, but this blog post is simply bad advice. There's no way around it. How you feel and how you should act when doing your job the right way are 2 different things.
Wow.. I lean more to Marx. I've been recruiting for 23 years, including stints as Dir HR, corporate roles leading North America recruiting for Fortune 100 and plenty of time on the agency side as well. Maybe you should take you own advice on self reflection as your article reads very condenscendly from a corporate tower. I've recruited across most industries, verticals and categories and there are many very talented professionals who don't interview well, but are rock stars at their subject matter expertise. Maybe this will make more sense when you've become better seasoned.
I've been a recruiter for nearly 2 decades. There's probably a significant amount of contractors in the US I've never seen, but have spoken to several times. I'm stunned that you are a recruiter and have had this experience. Frankly, shame on you for only speaking to your candidate twice. That's awful that you are not more attentive to detail with your clients (candidates). Whomever groomed or mentored you did a poor job of teaching you the recruiters ethics.
Whether or not you agree with Bonnie's recruiter approach to candidates, she states a great point to job seekers for being proactive in self-assessing in order to improve!
@OnlineRecGeek I agree with you. As Recruiter we need to support the candidates in the process from the beginning to the end, not by telling them what to do or what to say, but as we are part of the same process, we can provide them with information on the client style, cultural environment, expectations and managerial style to help them prepare for the interview. After the interview, I closely listen to them, support them and give them feedback. I consider it is part of my job and it is a pleasure for me to do that.
@OnlineRecGeek very true, I 100% agree. Thank you for bringing this point up.
@BonnieUngaro for sure
@Scott Weaver Hi Scott, Thank you for sharing your view. I do appreciate it. My comments below may better help you understand the perspective I took. I would like to say a very important skill to being a recruiter is exceptional customer service skills. I take pride in providing my applicants, candidates and community members with the best service, they deserve NO LESS. I have never turned someone away when they've asked for help and in addition to that I speak at local VAs, community job search groups, schools and centers for our disabled community members on what they can do to win over the recruiters attention.
I appreciate that you, Marx and Dave shared your differing opinions. The goal of this piece was to help EMPOWER individuals to take control of their own destiny and MAKE IT HAPPEN!
Kind Regards, Bonnie Ungaro
@Dave thanks for sharing your POV. Did you read my comment below, this may help you better understand the perspective I took when writing the piece. I do appreciate hearing from someone at your experience level! Regards, Bonnie Ungaro
@marx Hi thanks for sharing your comment. interviewingcom's response hit the nail on the head! While I LOVE to share "insider" advice and tips to help job seekers and candidates I'm also a HUGE advocate of personal accountability. People often times experience the greatest and most impactful growth when they seek the growth internally. Being a proactive, knowledge seeker is healthy in our path to learn, grow and develop. This piece was to help guide people to understand how they hold the power to improve themselves, thus not having to rely on anyone. Thanks again for sharing your POV.
@marx I appreciate your comment. Different recruiters have different perspectives, especially when it comes to contract, third party, and internal corporate recruiters and each also has different views on who their clients are (candidates vs employers.) I don't think the message Bonnie was trying to send was to discourage candidates, but to provoke them to take a necessary step to do some internal self-assessment first before reaching out, as well as providing tips on how to improve on your own without marring your relationship with a recruiter. Sadly, many recruiters are over burdened and don't have time to coach candidates and for many corporate recruiters, they're the ones making the first cut on candidate selection, so it would behoove a candidate to approach them coming from a place of strength in stating more along the lines, "I know I did not perform well in the interview, if I can correct this or be given another chance to show my (experience, knowledge, etc.) I can." Versus blindly asking what they did wrong. And, to that point, many corporate recruiters are restricted by legal obligations from HR to not be able to provide that type of feedback to candidates. Bonnie took a strong tone in her article, but I believe she did this to help get the message across, because candidates do need to know what they're up against and not every recruiter is willing to hold their hand. We always strive to bring different points of view to the table at Interviewing.com because there are so many gray areas in the interviewing and recruitment process and we're glad to see that this article is creating a discussion, here and via our social media outlets. Thanks for your comment!
@Tibisay Bermudez @OnlineRecGeek You follow a great process. I'm glad you caught the purpose of the article and didn't get caught on the "attention getter". I usually provide advice if asked. Or if a candidate is so bad that I feel embarrassed for them. For example, I just interviewed a candidate that said they've interviewed for 10 positions in the last couple of weeks and hasn't gotten any offers. There were many "red flags" in the interview process. I asked at the end of the interview if he's be open for advice, he said yes. So I gave him some pointers for interviewing and for improving his credibility and work experience. I like your supportive, collaborative approach to working with candidates thank you for sharing your insightful comments. This has been a good discussion.
@interviewingcom Thanks you absolutely got it:)