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Also, you are rating their ability to interview. So it's bad enough if it is a company that is getting rated -- suddenly you only get crap applicants because o

Also, you are rating their ability to interview. So it's bad enough if it is a company that is getting rated -- suddenly you only get crap applicants because of bad reviews. It might be difficult to turn around your reputation even if you improve your interview process. Imagine what it would be like for an individual, though. Imagine every HR department in the world blackballing someone because they had several bad interviews in a row. They figure out that their interview skills are poor, but who is going to interview them now? HR already have stupid screening policies. This would just be terrible. So, definitely count me out. It's not just that I don't want to participate, I don't want this service to exist (speaking as someone who has both looked for jobs and looked for good people to interview).

applygo 11y ago
You make a good point. My goal is to have interviewes evaluate how they felt about the interviewer so others in the future could use that feedback to make a decision. HR will never know who provided what rating, it'll all be in the aggregate. What will be visible is individual ratings on people. In fact I think HR can then use it to train their people better and improve the whole experience, which will be good for the world. Think of it as the Uber rating - the driver won't ever know you rated her a 4 star but she gets the aggregate of all passenger ratings. This way if she is getting close to 4.6/5 (threshold) she can do something about it, which changes her passengers' experience. That's what this could do for job interviews - get people to behave better during interviews at least, because job seekers can now find out how others feel about the specific individuals they're meeting during the interview process.
- GFK_of_xmaspast 11y ago
  I don't think I interview enough people (3-4 a month) to have individual ratings lost in the mix.
  - applygo 11y ago
    Makes sense. Individually, the app won't be used often, but in aggregate I would think so. There are currently, 5.6m open jobs in the US. Assuming 3 interviews (1 phone, 2 onsite), there could be around ~17m interviews in one year. No one is capturing how those conversations are going, which directly determine if someone get's a job v. not.
    - applygo 11y ago
      Based on feedback here and on other forums, I've done a slight pivot on the concept. Let me ask you this - companies ask for references from potential candidates all the time. So why can't candidates run a reference check on future bosses and co-workers? It would run off the same rating model but would expand to include not just an interview rating, but a general rating about that particular individual (future boss, co-worker, candidate etc). Thoughts?

applygo 11y ago

You make a good point. My goal is to have interviewes evaluate how they felt about the interviewer so others in the future could use that feedback to make a decision. HR will never know who provided what rating, it'll all be in the aggregate. What will be visible is individual ratings on people. In fact I think HR can then use it to train their people better and improve the whole experience, which will be good for the world. Think of it as the Uber rating - the driver won't ever know you rated her a 4 star but she gets the aggregate of all passenger ratings. This way if she is getting close to 4.6/5 (threshold) she can do something about it, which changes her passengers' experience. That's what this could do for job interviews - get people to behave better during interviews at least, because job seekers can now find out how others feel about the specific individuals they're meeting during the interview process.

GFK_of_xmaspast 11y ago
I don't think I interview enough people (3-4 a month) to have individual ratings lost in the mix.
- applygo 11y ago
  Makes sense. Individually, the app won't be used often, but in aggregate I would think so. There are currently, 5.6m open jobs in the US. Assuming 3 interviews (1 phone, 2 onsite), there could be around ~17m interviews in one year. No one is capturing how those conversations are going, which directly determine if someone get's a job v. not.
  - applygo 11y ago
    Based on feedback here and on other forums, I've done a slight pivot on the concept. Let me ask you this - companies ask for references from potential candidates all the time. So why can't candidates run a reference check on future bosses and co-workers? It would run off the same rating model but would expand to include not just an interview rating, but a general rating about that particular individual (future boss, co-worker, candidate etc). Thoughts?