Discussion
Had 2 interviews & was looking hopeful but then got an e-mail through saying won't be progressing application without any feedback/reasoning.
Really struggling to get over this one as it felt like a very good fit/role & after years away would have been closer to home to aid the old folks & family.
Any tips/ideas on how to overcome this kind of stuff?
Really struggling to get over this one as it felt like a very good fit/role & after years away would have been closer to home to aid the old folks & family.
Any tips/ideas on how to overcome this kind of stuff?
i think feedback can be a bad idea. what do you really gain from it?
The interviewer may just not have connected with you, and that is not your fault.
move on keep applying, have your own reflection it?
the race is only won once you cross the line.
The interviewer may just not have connected with you, and that is not your fault.
move on keep applying, have your own reflection it?
the race is only won once you cross the line.
Edited by The Spruce goose on Wednesday 11th November 06:56
I did contact them and asked, their response was a typical HR one but what I did get out of the woman was that the person who beat me to it was a better fit, interpreted as they had more experience in that field than I, which is perfectly fine as I am not fully experienced.
But the issue for me is that it was the best place to be to get closer to home, there aren't many alternatives at the moment & means I am stuck away & it's difficult to get back & help the old folks often.
But the issue for me is that it was the best place to be to get closer to home, there aren't many alternatives at the moment & means I am stuck away & it's difficult to get back & help the old folks often.
Rejection, particularly when you really wanted the role, is tough, very tough.
The key issue is, as articulated in the belated feedback you received; they wanted the other guy. You can't change this so clear your mind and begin the process again. I would say however, any organisation not keen or timely with feedback suggests I wouldn't want to work for them anyway!
In terms of improving your chances next time, do what you did this time (it was clearly good enough to get you to interview), but this time improve your chances further by focusing on the 'strategic fit' piece; investigate the organisation thoroughly and work out exactly what it is they are really looking for and to also help you decide if it's the right role and organisation for you.
Final point; I wonder if you came across to keen due to the convenience of the role/location, rather than your competence to do the role? Reading your post, one could come to such conclusion. Good luck going forward.
The key issue is, as articulated in the belated feedback you received; they wanted the other guy. You can't change this so clear your mind and begin the process again. I would say however, any organisation not keen or timely with feedback suggests I wouldn't want to work for them anyway!
In terms of improving your chances next time, do what you did this time (it was clearly good enough to get you to interview), but this time improve your chances further by focusing on the 'strategic fit' piece; investigate the organisation thoroughly and work out exactly what it is they are really looking for and to also help you decide if it's the right role and organisation for you.
Final point; I wonder if you came across to keen due to the convenience of the role/location, rather than your competence to do the role? Reading your post, one could come to such conclusion. Good luck going forward.
swerni said:
An understanding of potential areas of improvement or peace of mind the there were other people better than you.
Let's face it, there is always someone better, it just depends on the candidate who are applying for that role.
The question is, what's not to be gained from it?
i disagree each job/fit/position can be vastly different for a similar job role. a post mortum is good, but has to be constructive and clear and most companies won't do that, they don't care they have found there match. Let's face it, there is always someone better, it just depends on the candidate who are applying for that role.
The question is, what's not to be gained from it?
The op is upset about the role as it fitted for him. What happens if he was qualified but his personality didn't fit with interviewers. You cannot articulate that in feedback.
OP, think yourself lucky that you got a reply at all. My daughter is looking for a new job at the moment and applying for at least 4 or 5 jobs a week. On a good week she'll get a response from 1 or 2 but more often doesn't hear back at all. She has even been to interviews and heard nothing back afterwards. It seems that the common courtesy of a reply is no longer considered necessary by many potential employers.
swerni said:
I guess we'll have to agree to disagree.
Some people learn from mistakes ( if they've made one)
Seems like you just take things on the chin without questioning.
yep learnt a long while ago the interview process a subjective experience, (the result of emotion or interpretation of facts.) no matter how much HR rubber stamp the process. It should be never taken personally if rejected. Never hang you hopes on one job. Move on quickly and build up networks.Some people learn from mistakes ( if they've made one)
Seems like you just take things on the chin without questioning.
Edited by The Spruce goose on Wednesday 11th November 13:03
vanordinaire said:
OP, think yourself lucky that you got a reply at all. My daughter is looking for a new job at the moment and applying for at least 4 or 5 jobs a week. On a good week she'll get a response from 1 or 2 but more often doesn't hear back at all. She has even been to interviews and heard nothing back afterwards. It seems that the common courtesy of a reply is no longer considered necessary by many potential employers.
Sadly it is ever more prevalent. Lack of feedback is being caused by companies not wanting to offend anyone...
Feedback can mean different things, if you mean, clear communication indicating the company decision, then it should be given quickly and must always be given.
If you want a reason for the decision, sometimes you will be disappointed, companies in my view should provide a reason, even if it is to say, close decision, we scored the other candidate ahead of you, life is tough etc. However many do not these days.
If you are looking for constructive criticism, then you need a discussion with the interviewer, and you need to ask specifically and say - what did I do well, what can I improve. Make it clear that you aren't looking to change their mind, but that you want it for personal development. I am happy to be honest with people that genuinely want to know.
Getting a response is akin to getting a response once someone has looked around your house when you have it for sale. They won't tell the truth unless you had a rapport with the interviewer and they genuinely want to help you. The initial statements that come back are their perception and whilst that is 'reality' in their head, don't expect the interviewer to be the font of all knowledge. Push on and ask someone else who could give you a more considered response if you tell them how you operated.
Some of the problem is that many decisions are made on a subjective basis. Very few companies will have a transparent point-scoring system for each role they hire. The admin burden behind that is immense and some of that work may never be used again. In many roles the hard and technical skills are easier to assess and even filter at CV stage. The soft skills less so. The awareness of litigation has also increased so in the same way that companies do not give much commitment with regards references they also take the same approach with interview feedback.
Feedback is important but I can see how much work it could be depending on the number of people however given it was a 2 interview job application they could have given something, luck that I have some good rapport with the HR woman and she did give me some info.
During the 2 interviews I definitely think the second was the better than the first & I did have good connection with the interviewers.
They have a similar role which the HR woman suggested applying for so will see.
Appreciate all the posts though people job hunting isn't half a ballache.
During the 2 interviews I definitely think the second was the better than the first & I did have good connection with the interviewers.
They have a similar role which the HR woman suggested applying for so will see.
Appreciate all the posts though people job hunting isn't half a ballache.
The Spruce goose said:
i disagree each job/fit/position can be vastly different for a similar job role. a post mortum is good, but has to be constructive and clear and most companies won't do that, they don't care they have found there match.
The op is upset about the role as it fitted for him. What happens if he was qualified but his personality didn't fit with interviewers. You cannot articulate that in feedback.
I agree to some extent, as I interviewed someone in the past and just simply found them to be arrogant and not someone I could force myself to like. They did ask for feedback, and normally this would be hard to articulate except I'm quite a blunt person anyway. So I gave them advice on to not approach an interview unprepared (very obvious- background research is very easy in this case and they didn't even do the basics) and simply expect to get an offer. They repeatedly said 'when offered the position' or 'when I start'.... I finished the interview with 'so, do you have any questions for us?' expecting to be asked 'so when can I start and where which one will be my office?'. Nothing though, which amazes me when candidates have no questions in mind.The op is upset about the role as it fitted for him. What happens if he was qualified but his personality didn't fit with interviewers. You cannot articulate that in feedback.
I didn't hear anything further after providing feedback, but hopefully it helps them.
softtop said:
Getting a response is akin to getting a response once someone has looked around your house when you have it for sale. They won't tell the truth unless you had a rapport with the interviewer and they genuinely want to help you. The initial statements that come back are their perception and whilst that is 'reality' in their head, don't expect the interviewer to be the font of all knowledge. Push on and ask someone else who could give you a more considered response if you tell them how you operated.
In the same vein as my response above, and off topic, we were house-hunting last year and viewed one house. The following day the agent called and asked what I thought. They got the truth- a dump which had a strange smell, every room needed decorating, it was clearly not looked after and the kitchen looked like it was thrown in rather than installed. Whether the agent gave that feedback to the sellers is another matter, but they actually agreed with me!
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