Showing posts with label Employee interviewing. Show all posts
Showing posts with label Employee interviewing. Show all posts
Sunday, July 22, 2018
Monday, July 9, 2018
Wednesday, March 21, 2018
Is it common for large companies with a lot of applicants to ignore a job candidate’s follow up email after an interview if they’ve decided not to proceed with the interview process or job offer?
We do it all the time, and — since there's always a chance we could maybe do something next month or quarter with an applicant we passed on this month or quarter, we always try to avoid committing ourselves to an outright refusal — we're probably doing you a favor when we do.
(Unless, of course, it's your attitude that you were entitled to that or any other specific job, in which case we don't want you . . .)
Our application forms (the use of which we we require at every level: we don't accept resumes, letter of reference or recommendation, or other instruments of “obfuscation, misinformation or embellishment”) clearly state that your application is merely a unilateral expression of interest by you and does not, by the simple fact of its submission to us by you, make you a candidate. While as a matter of practice we probably will, we don't owe you to even look at it.
(Unless, of course, it's your attitude that you were entitled to that or any other specific job, in which case we don't want you . . .)
Our application forms (the use of which we we require at every level: we don't accept resumes, letter of reference or recommendation, or other instruments of “obfuscation, misinformation or embellishment”) clearly state that your application is merely a unilateral expression of interest by you and does not, by the simple fact of its submission to us by you, make you a candidate. While as a matter of practice we probably will, we don't owe you to even look at it.
Tuesday, August 29, 2017
Monday, August 7, 2017
What are some interview questions for a general manager of a hotel?
So, you want to run one of our hotels?
This is a question that I took my time answering because I wanted to 'finish' it. But I'm never going to 'finish' it. Even if I could give you an exhaustive list, anyone who approached interviewing applicants for hotel manager accountabilities intelligently and responsibly would keep changing it or adding to it.
(I don't want you to have an exhaustive list, anyway -- I don’t like people ‘gaming’ my interviews, and giving up an exhaustive list would be like posting the 'right' answers in advance for those who'd want to access them.)
I'll add more as I have time and opportunity.
Frankly, I think the whole model of job seeking, resume-writing, and interviewing that prevails, is a sick game to begin with. Like a parole hearing in a prison it rewards, and even reinforces and encourages, inauthenticity; and it penalizes honest applicants. The interviewee tells the interviewer whatever he or she wants to hear, the interviewer knows this and corrects (often as not overcorrecting) accordingly, both sides try to look good, very little true communication occurs; and if any subsequent choices or decisions made on the basis of the conversation turn out to be correct or even respectable, it's by not much more than chance. Actual studies have shown that you can make decisions almost as well as most any employment interviewer by simply deciding it on the basis of a coin toss.
But unfortunately, we're stuck with it -- like Sir Winston Churchill said of democracy and its well-known dysfunctions, no one's ever been able to come up with a different way of doing it that works even that well.
That's why I try to come up with questions that are not so easy, for people who want to tell me what I want to hear, hoping to manipulate the outcome in their favor, to anticipate the 'correct' answers to. It’s also why a short class in listening and re-creation, the way the Landmark Introduction Leaders’ Program trains people in doing it, is something that I try to give most people that I have doing any interviewing for anything more than a low-level hourly employee.
Wednesday, May 24, 2017
Garbage out, garbage in
New York magazine article: Job Interviews Are Way Less Useful Than Everyone Thinks
Observations
We've seen this before: Most people are overconfident in their ability to get accurate assessments based on a job interview.
People whose accountabilities include interviewing and hiring need to stick to a structured interview.
People whose accountabilities include interviewing and hiring need to be trained to first determine needs and objectives, then conduct an interview and accurately note responses that are in alignment with those needs and objectives.
Wednesday, February 8, 2017
To what extent are "wanting to do the job", and "caring about the job and the boss/coworkers" important as "qualifications"?
“Qualifications” don’t exist in real life. Qualifications are whatever, whoever is doing the qualifying, says the qualifications are. They're all made up; and much of the time, they even make them up as they go along.
For many, many years when I was younger, I had a problem with that one, too (and still do, sometimes); but that’s just about the size of it. In this world, no one's ever been able to come up with a better way to do it that actually works.
Even when there’s a job description (which we don’t believe in, and don’t do), and written parameters established by company policy to go by, the person making the choice is the person making the choice. Even if we wanted to, we couldn’t reduce it to something that would leave an individual with only one option, unless our requirements were so rigid that they would be self-defeating (Qualification problem - Wikipedia).
Saturday, January 28, 2017
What are the smartest questions ever asked by job applicants to potential employers during job interviews?
"How much can you tell me about what the person who had this job before, who I would be replacing, was like?"
And I'd ask this question as early on in the process as I could get it in without sounding too aggressive or intrusive, even before the interview if I could find a way to do it.
One thing I noticed some time ago - and when I noticed it, I noticed that I do it myself when hiring a replacement for someone - is a tendency we all have, when replacing someone, to get someone that's different in at least one, and probably several, ways from the previous person holding that accountability.
And I'd ask this question as early on in the process as I could get it in without sounding too aggressive or intrusive, even before the interview if I could find a way to do it.
One thing I noticed some time ago - and when I noticed it, I noticed that I do it myself when hiring a replacement for someone - is a tendency we all have, when replacing someone, to get someone that's different in at least one, and probably several, ways from the previous person holding that accountability.
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