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It's a pity job interviews aren't generally better run. I'm tempted to run the job interview myself and instruct them on how to properly assess and interview d
by andrewstuart 6y ago
It's a pity job interviews aren't generally better run.
I'm tempted to run the job interview myself and instruct them on how to properly assess and interview developers, and then go ahead and interview myself for the role with them watching on.
But of course the outcome of that would be a rejection for insubordination - "not a team player".
You can't win so you just have to shut up and hope that some random series of events will get you a job.
- robjan 6y agoI usually ask for feedback on the interview process from the candidate. Not sure how common this is.
- andrewstuart 6y agoThe psychology of recruiting is that once a candidate is rejected, the interviewers and company have lost any sense that the potential employee is competent and their opinions at that point are of little value. I'm yet to encounter a company that thinks their interview process is anything but awesome. Companies really aren't interested in feedback. This is human nature - pretty much anyone, when given "feedback", it is taken as criticism and the status quo is defended and the feedback disregarded. Companies who say they want feedback I think like the idea of asking for feedback but not acting on it or internalising it. If a candidate was not good enough for a job with a company, why would they be qualified to advise that company on how to improve? Don't believe me? Run an experiment - next time a candidate is rejected, ask them to give feedback to other members of your team, and in the unlikely event you get considered feedback, observe what happens to that feedback - don't intervene - just do the experiment to see whether the above assertions are correct or not.
- collyw 6y agoYou are more likely to get ghosted after wasting hours on a technical "challenge" than asked for feedback in my experience.