After Job Interview Feedback - Why Is It So Difficult?

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One of the most common job seeker complaint is that the our employers post job interview feedback almost like a white crow.

Poor candidate himself for the interview, prepare for it, it all, and even less able to HR that normally informed of developments, or that if he did not win, why not ...

On the one hand I understand, really it can be very frustrating when such a man will not be considered. And yes, indeed I also profess that really fit - at least got the interview - all applicants to indicate correct way.

This article does not present the HR serve society. Like any profession there are also unsuitable, uneducated, And irrelevant. As they are fair, smart, educated, and unfair, stupid, conceited people among jobseekers. Rather, I want to show the other side of the profession, we often do not see the job search, and therefore - sometimes without reason - angry with the HR-wide.

After Job Interview Feedback - is already decided?

The fact that there is no feedback, the most common reason is that there is no decision yet. Sure, easy to say it's not true that you can not decide after a meeting in one week that I was in good or not. But if you think about it, that you're not the only candidate, but let's say 6 was also listening, and still have three candidates who are very promising, but still could not come to an interview until then certainly there is no decision. Because if you were one of the best so far, and will stay in the rankings, maybe you'll be calling, but better than you if you will between these three candidates, rather it is taken up. And if you must do so in 3 or even wait 20 days, they can expect. And so the post-interview feedback will be on a waiting list.

But it is also possible that the boss went on holiday two weeks, and as he puts the final word, no one will not decide anything. Or they offer the best job-seekers, but he still did not accept, for the time, and until you confirm you are not notified of anyone - not to lose the second, third best candidate. In fact, there where the date of entry is also waiting for the same reason, and only after that comes after interview guest for the other candidates.

And the timing could slip still many reasons, if an intermediary, headhunting firm competed, they can not answer, while the payer is not giving them answers ...

Dost criticism?

The following, which are often confronted with half of the selection, if you try to post job interview feedback to the job seeker to a dispute. Yes, unbelievable, but I have many times experienced that - especially much time to those without a job - simply can not restrain themselves, and unprintable styles communicate their views on the job, which I'm sure the were published, they only unnecessarily run, or ask the candidate winning qualities, and indeed tries to prove that he is as good, if not better ... If we are to endure an HR-weekly basis, not a picnic, you believe me. Is it any wonder, if you do not want to tangle these debates?

After Job Interview Feedback - Why Is It So Difficult?

Time Factor:

The post-interview feedback takes time. And all staff workers are generally well loaded down. Not only does a search for a colleague, but sometimes, in extreme cases, even more than 10 working 20-25 open specific job, which is reviewing thousands of CV, call hundreds of candidates and interviewing hundreds of candidates can be in 1-2 weeks. In addition, the phone chase've had an interview candidates who already have to communicate bad news, is not an easy task. And often not even the most important of his list of priorities ...

The elusive reasons:

And we come to justify it: Do not be naive and we know that there are some aspects of your selection that can not be easy to justify. I do not think it is clearly discriminatory criteria than three children, or to 45 years of age (these I deplore), but also those aspects that are acceptable, they were accepted by the profession often employees during an election, but difficult to grasp a job seeker . For example, one job seeker a better motivation, better suited to the personality, the attitude of the corporate culture, and to feel it, he will be loyal. He says it is very difficult in the post-interview feedback, justify, and therefore did not go into this type of explanations of HR. However, these abilities, skills and personality traits to decide between the same qualified and experienced candidates are very similar.

Still, what can be done to keep you in the post-interview feedback, and to learn from a job search?

to stay in continuous contact with the singer HR, ask, wait patiently, if you do not know what to say and then ask again a little while later, polite and correct way, and after the response is not to prove, not to fight, but to listen and accept. Then we hung up, reflecting on what they told us. If it was legitimate, learn from it, and if not, then feel free to let this over and do not be offended. A lot of rejection will come to a job search, you need to learn to let go of failures, and can only be taken so seriously as to help the development of better divorce. But if this failure retraction, I feel like, demotivate, then he turned the wrong way thing.