As an HR person, I always find it fun, exciting and a great opportunity to judge people when I go through my own interview experience.I realize this probably makes me a little crazy and a bit of a nerd. Internal interviews are great in the sense that I continue to learn how much internal interview processes suck. Who needs feedback or consistent follow-up? Apparently not me, however, that’s not where I am going to focus today. Internal interviewing is a whole different can of worms I am not opening.
Sometimes, I have a horrible day at work and I say to myself, “I am done being a human punching bag, I am going to find a new job!” I have a feeling this happens a lot when you’re young in your career as I am. I should probably stop saying I am young in my career because as we continue to hire more and more recent grads, I start to feel ridiculously old. Regardless, I am still younger than many of my colleagues. In the last few years, I’ve dabbled in some interviewing at places other than my current employer. I have always told myself that if I were to ever leave it would have to be for a bomb opportunity. Yes, I said bomb. This being said, I’ve learned a couple of things:
- Many organizations have terrible interview processes
- I am clearly too process oriented
- I have seriously high expectations for potential employers
I’m really only going to focus on the first bullet. Mainly because I don’t want to write a 20 page blog post and even if I did, you wouldn’t read it. I wouldn’t even read it.
Many organizations have terrible interview processes
I use the word many, but I am probably exaggerating. I often find myself frustrated with the lack of communication that happens. I also realized recently, that I am sometimes “old school” in how I prefer to be communicated with initially during the interview process. There was one organization that communicated only via e-mail. As someone who works with an employer that truly believes it is import
ant to build relationships, this was something that was hard to move past. I want to get a feel for the organization based on my conversations with the recruiter, not over e-mail. I realize I am probably one of very few who feels this way. I guess I want to feel like I am worth a phone call.
Another organization didn’t let me ask questions! WHAT?! I spent all this time preparing and coming up with thoughtful questions so that they knew I was taking the interview seriously. You suck. I want to ask my questions. It was the first time this had ever happened to me, but I was annoyed. I think it shows little respect for the candidate as most people will come prepared with at list a few questions. Me, it’s more like 15 to 20, but I’m a little crazy.
Part of my personal problem with interviewing is that I do have high expectations and I know how easy it is to make a phone call to keep the candidate informed of where we are in the process. I also recognize that all recruiters have multiple positions they are recruiting for, but if you don’t keep the candidate informed (especially your top candidate,) they are going to change their mind or go elsewhere. I find it ridiculously frustrating as someone who has worked in recruiting and someone who currently works in HR to have to be subjected to a subpar interview experience at a very reputable organization.
The interview process gives the candidate an idea of what they may be walking into should they be offered and accept a job at your organization. Don’t screw it up.
Photo credit: iStockphoto
About the author: Cindy Janovitz works for a great Fortune 500 company in Minnesota. She has a Bachelor of Arts in Organizational Communications and Spanish from Concordia College in Moorhead, Minnesota. Cindy has a passion for working with and helping people and a love for organizational culture. Three words Cindy uses to describe herself are energetic, passionate, and driven. You can connect with Cindy on Twitter as @cindyelizabeth
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