Interview - How much of a right to feedback do I have?
Discussion
I was approached by an agent for a role with a very well known and highly regarded international finance services company.
I went through a telephone interview with hiring manager, a whole day assessment center with presentations, a role playing group session and three further interviews. If that wasn't enough I was then called in for a follow up interview as they shortlisted us down to two people and wanted a second look at us before making a decision.
After this a week went by before a decision was made to say I wasn't appointed. Ho hum.
Now, I'm really pleased I made it far enough to be considered a serious candidate for this sort of role, not so much as I didn't get the job. So you can imagine I'm keen to know what areas they felt I wasn't suitable, so I can work on this for future opportunities.
But the agent is not getting any response, nor did I really get any feedback around the assessment day or previous interviews beyond "they liked you - are you free on XXX day for another interview?"
So my question is really, do I keep pushing for feedback via the agent, or even the HR/hiring manager directly (I have their details too)?
Part of me feels for the efforts I made I am owed a little bit of courtesy, and I don't want to feel my efforts were completely wasted. But then I think, is feedback really that valuable, that I need to get tied up trying to get what people thought of me, when I probably know myself why the decision didn't go my way (I have a pretty good idea)?
I went through a telephone interview with hiring manager, a whole day assessment center with presentations, a role playing group session and three further interviews. If that wasn't enough I was then called in for a follow up interview as they shortlisted us down to two people and wanted a second look at us before making a decision.
After this a week went by before a decision was made to say I wasn't appointed. Ho hum.
Now, I'm really pleased I made it far enough to be considered a serious candidate for this sort of role, not so much as I didn't get the job. So you can imagine I'm keen to know what areas they felt I wasn't suitable, so I can work on this for future opportunities.
But the agent is not getting any response, nor did I really get any feedback around the assessment day or previous interviews beyond "they liked you - are you free on XXX day for another interview?"
So my question is really, do I keep pushing for feedback via the agent, or even the HR/hiring manager directly (I have their details too)?
Part of me feels for the efforts I made I am owed a little bit of courtesy, and I don't want to feel my efforts were completely wasted. But then I think, is feedback really that valuable, that I need to get tied up trying to get what people thought of me, when I probably know myself why the decision didn't go my way (I have a pretty good idea)?
This is an incredibly frustrating part of job hunting and I too have been in the position where I really did want some feedback but it was not forthcoming at all. I recently went for a role direct with the employer and I felt I was a really good fit. I didn't even get to interview stage and I emailed a couple of times and phoned and they fobbed me off. Very annoying.
Public sector organisations are much better at this because they tend to follow a detailed and open process. This is mostly to protect themselves so they can show that they recruited someone for the right reasons and to have proof in case anyone suggested that there was racism, sexism etc. involved. What this does mean is that they tend to have detailed notes about your interview and other process and they can then reflect on these and provide feedback, which often they will.
There is no legislative requirement for anyone to provide interview feedback, public or private sector. Most companies simply can't be bothered to provide feedback. I myself when recruiting have sometimes found it hard to provide constructive feedback to candidates because it may just be based on a gut feel or a personality fit that wasn't compatible and they just weren't right for me.
I think you should go back to the recruiter and if they get nothing then try the HR department direct. Don't make a nuisance of yourself but be firm.
Public sector organisations are much better at this because they tend to follow a detailed and open process. This is mostly to protect themselves so they can show that they recruited someone for the right reasons and to have proof in case anyone suggested that there was racism, sexism etc. involved. What this does mean is that they tend to have detailed notes about your interview and other process and they can then reflect on these and provide feedback, which often they will.
There is no legislative requirement for anyone to provide interview feedback, public or private sector. Most companies simply can't be bothered to provide feedback. I myself when recruiting have sometimes found it hard to provide constructive feedback to candidates because it may just be based on a gut feel or a personality fit that wasn't compatible and they just weren't right for me.
I think you should go back to the recruiter and if they get nothing then try the HR department direct. Don't make a nuisance of yourself but be firm.
This can be very frustrating.
So I work in house as a recruiter. Here we have a clear policy. If we met you face to face, we provide clear, accurate feedback - we should not leave anyone wondering why it didn't work. Line managers must provided clear reasons (based on competency for the role) as to why we won't go forward.
That is ideal - a standard we try incredibly hard to maintain.
However, Line managers often are reluctant to cite specific reasons, it might be because they feel it is a hrad message, or they simply prefer the other person, so although you could do the job perfectly, they simply feel the other candidate can do it better - that is hard to quantify into meaningful feedback (but at least has the merit of being honest)
You should email the hiring manager you met, say you would really appreciate some feedback, you aren't looking for anything other than honest constructive feedback of your interview perfomance and if possible any areas you may need to develop in order to be sucessful in similar roles.
Would they find time for a ten minute call,
If that fails, then try contacting HR in that company.
Finally as a last (and somewhat nuclear option) you are entitled in law, to a copy of any records the company hold on you, CV, Notes, any internal database records etc - In twenty odd year of hiring no-one has ever asked me for them, so it would be incredibly unusual. But it is actually your "right"
So I work in house as a recruiter. Here we have a clear policy. If we met you face to face, we provide clear, accurate feedback - we should not leave anyone wondering why it didn't work. Line managers must provided clear reasons (based on competency for the role) as to why we won't go forward.
That is ideal - a standard we try incredibly hard to maintain.
However, Line managers often are reluctant to cite specific reasons, it might be because they feel it is a hrad message, or they simply prefer the other person, so although you could do the job perfectly, they simply feel the other candidate can do it better - that is hard to quantify into meaningful feedback (but at least has the merit of being honest)
You should email the hiring manager you met, say you would really appreciate some feedback, you aren't looking for anything other than honest constructive feedback of your interview perfomance and if possible any areas you may need to develop in order to be sucessful in similar roles.
Would they find time for a ten minute call,
If that fails, then try contacting HR in that company.
Finally as a last (and somewhat nuclear option) you are entitled in law, to a copy of any records the company hold on you, CV, Notes, any internal database records etc - In twenty odd year of hiring no-one has ever asked me for them, so it would be incredibly unusual. But it is actually your "right"
Gargamel said:
So I work in house as a recruiter. Here we have a clear policy. If we met you face to face, we provide clear, accurate feedback - we should not leave anyone wondering why it didn't work. Line managers must provided clear reasons (based on competency for the role) as to why we won't go forward.
I wish more companies were like you. I do find as a manager and someone who recruits that it is hard to often provide feedback. I recently interview for a junior developer. I interviewed about 5, 3 were rubbish but two were excellent. Was really hard to determine between them and in the end it was a gut feeling. Trying to explain the other candidate that they didn't really do anything wrong and would have picked them if it wasn't for the other chap was difficult.Gargamel said:
This can be very frustrating.
So I work in house as a recruiter. Here we have a clear policy. If we met you face to face, we provide clear, accurate feedback - we should not leave anyone wondering why it didn't work. Line managers must provided clear reasons (based on competency for the role) as to why we won't go forward.
That is ideal - a standard we try incredibly hard to maintain.
However, Line managers often are reluctant to cite specific reasons, it might be because they feel it is a hrad message, or they simply prefer the other person, so although you could do the job perfectly, they simply feel the other candidate can do it better - that is hard to quantify into meaningful feedback (but at least has the merit of being honest)
You should email the hiring manager you met, say you would really appreciate some feedback, you aren't looking for anything other than honest constructive feedback of your interview perfomance and if possible any areas you may need to develop in order to be sucessful in similar roles.
Would they find time for a ten minute call,
If that fails, then try contacting HR in that company.
Finally as a last (and somewhat nuclear option) you are entitled in law, to a copy of any records the company hold on you, CV, Notes, any internal database records etc - In twenty odd year of hiring no-one has ever asked me for them, so it would be incredibly unusual. But it is actually your "right"
I wish more were like you. I went for a couple of internal roles, and specifically asked for feedback to be given so that I could work any failings into my PDP. So I work in house as a recruiter. Here we have a clear policy. If we met you face to face, we provide clear, accurate feedback - we should not leave anyone wondering why it didn't work. Line managers must provided clear reasons (based on competency for the role) as to why we won't go forward.
That is ideal - a standard we try incredibly hard to maintain.
However, Line managers often are reluctant to cite specific reasons, it might be because they feel it is a hrad message, or they simply prefer the other person, so although you could do the job perfectly, they simply feel the other candidate can do it better - that is hard to quantify into meaningful feedback (but at least has the merit of being honest)
You should email the hiring manager you met, say you would really appreciate some feedback, you aren't looking for anything other than honest constructive feedback of your interview perfomance and if possible any areas you may need to develop in order to be sucessful in similar roles.
Would they find time for a ten minute call,
If that fails, then try contacting HR in that company.
Finally as a last (and somewhat nuclear option) you are entitled in law, to a copy of any records the company hold on you, CV, Notes, any internal database records etc - In twenty odd year of hiring no-one has ever asked me for them, so it would be incredibly unusual. But it is actually your "right"
Feedback from the first one was "We're sorry to say you didn't get the Job"
The second one didn't even bother telling me I didn't get it!
I started applying for jobs outside the company and picked up a new job paying a fair bit more. I gave the lack of career prospects as a major reason for leaving.
This was a FTSE100 company with a raft of Investors in People awards
Had this about 18 months ago, interviewed for a job, invited back for second interview where it was down to 2 of us for the role.
2nd interview was with 2 people in the room and two teleconferenced in from the US.
I wasnt successful, fair enough, but received absolutely zero feedback. Not a jot. Considering this was a very large company, i was a bit surprised to get nothing (despite me asking).
2nd interview was with 2 people in the room and two teleconferenced in from the US.
I wasnt successful, fair enough, but received absolutely zero feedback. Not a jot. Considering this was a very large company, i was a bit surprised to get nothing (despite me asking).
My personal view is that the more senior the individual, the less relevant feedback is. As a junior hire still trying to find your way and still quite under developed, quality feedback can add value (poor quality feedback can of course prove little value). As a more senior potential hire, you're more aware of how things work and if you're technically suited for a role but don't get it, it's usually as a result of the strategic fit point already mentioned above (they just 'liked' the other person more). Assuming of course that interview techniques are well sorted too.
Of course I'm generalising, but hopefully the point is appreciated.
Good luck!
Of course I'm generalising, but hopefully the point is appreciated.
Good luck!
Now, this is not a personal attack, just a reality of working with recuiters in the City...
You have to remember that to a recuiter you are nothing, if their client doesn't like you thats the end of it. They don't care about you, there are hundreds like you, just getting a person placed in the job, that's how they get paid. Hence they will likely send unsuitable candiates to jobs which pisses off both parties. Their website may give guarantees that they will always communicate and give feedback to candiates but at the end of the day, from personal experience this doesnt happen. Giving you feedback is of no interest to them as its just a waste of their time when that could be making money by placing someone else. A possible caveat would be if they they have some more interviews lined up and are expecting a nice fat pay package placing you in a job that you have worked your butt off to get via study and work (bottomfeeders).
You have to remember that to a recuiter you are nothing, if their client doesn't like you thats the end of it. They don't care about you, there are hundreds like you, just getting a person placed in the job, that's how they get paid. Hence they will likely send unsuitable candiates to jobs which pisses off both parties. Their website may give guarantees that they will always communicate and give feedback to candiates but at the end of the day, from personal experience this doesnt happen. Giving you feedback is of no interest to them as its just a waste of their time when that could be making money by placing someone else. A possible caveat would be if they they have some more interviews lined up and are expecting a nice fat pay package placing you in a job that you have worked your butt off to get via study and work (bottomfeeders).
There seems to be an un-official policy along those lines in my office 
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