4 ms·

My guess is that it wasn't actually a deal-breaker, and if there were no other candidates or if the other candidate ended up not being a good fit, the company w

My guess is that it wasn't actually a deal-breaker, and if there were no other candidates or if the other candidate ended up not being a good fit, the company wanted to go ahead with the presentation to see if they would be a good fit even without that specific experience. It's a complicated situation from both side. If you're the company, you have to anticipate that the other candidate might get another offer, or turn you down, or turn out to be a flop, so you want to interview other candidates at the same time to have a back-up plan. And that's a good thing for the article author too, because it gives them the chance to see if they're a fit for the job and could learn the required skills even if they don't have them now. And it's great if it works out... but shitty when it doesn't. It's worth realizing that it's a losing situation for the company, too. It's not like they want to waste a bunch of time interviewing you for a job you're ultimately not going to be in any more than you want to waste time on it. But unfortunately "wasting a bunch of time interviewing" is just how job hunting/hiring works these days.

justincpollard 6y ago
> And that's a good thing for the article author too, because it gives them the chance to see if they're a fit for the job and could learn the required skills even if they don't have them now. I think you're right on here, but I also think the benefits diminish the further a candidate goes in the process only to get turned down with an explanation that was known at the beginning. How many interviews does it take to come to that realization? > It's not like they want to waste a bunch of time interviewing you for a job you're ultimately not going to be in any more than you want to waste time on it. It seems like this should be true, and I hope it is, but I have worked for companies that seem to interview just for the sake of feeling or appearing to move forward in filling a position. Maybe the recruiter or hiring manager is incentivized in that way? Some action, even if it's in the wrong direction, is perceived as better than no action at all.
- tidepod12 6y ago
  >only to get turned down with an explanation that was known at the beginning. How many interviews does it take to come to that realization? The explanation likely wasn't known at the beginning. The thing that changed was the other candidate, and the company almost certainly had no way of knowing if this other candidate was going to fill the role up until the moment they did, at which time (I'm assuming) is when the company cancelled OP's presentation. The company likely had full intention to hire OP until that point. >It seems like this should be true, and I hope it is, but I have worked for companies that seem to interview just for the sake of feeling or appearing to move forward in filling a position. Maybe the recruiter or hiring manager is incentivized in that way? Some action, even if it's in the wrong direction, is perceived as better than no action at all. That's opposite my experience as a hiring manager. If we're "iffy" on a candidate, we'll likely give another interview to see if the first interview was a fluke. But if it's already known off the bat that the candidate won't be hired, we certainly don't waste time interviewing them anyway. Interviewing someone that's already a "no" means wasting multiple peoples' entire day in interviews, meetings, debriefs for no progress. That's something I want to avoid as much as humanly possible, and although I'm sure it happens some places, it's definitely not incentivized at any of the companies I've worked at.

justincpollard 6y ago

> And that's a good thing for the article author too, because it gives them the chance to see if they're a fit for the job and could learn the required skills even if they don't have them now. I think you're right on here, but I also think the benefits diminish the further a candidate goes in the process only to get turned down with an explanation that was known at the beginning. How many interviews does it take to come to that realization? > It's not like they want to waste a bunch of time interviewing you for a job you're ultimately not going to be in any more than you want to waste time on it. It seems like this should be true, and I hope it is, but I have worked for companies that seem to interview just for the sake of feeling or appearing to move forward in filling a position. Maybe the recruiter or hiring manager is incentivized in that way? Some action, even if it's in the wrong direction, is perceived as better than no action at all.

tidepod12 6y ago
>only to get turned down with an explanation that was known at the beginning. How many interviews does it take to come to that realization? The explanation likely wasn't known at the beginning. The thing that changed was the other candidate, and the company almost certainly had no way of knowing if this other candidate was going to fill the role up until the moment they did, at which time (I'm assuming) is when the company cancelled OP's presentation. The company likely had full intention to hire OP until that point. >It seems like this should be true, and I hope it is, but I have worked for companies that seem to interview just for the sake of feeling or appearing to move forward in filling a position. Maybe the recruiter or hiring manager is incentivized in that way? Some action, even if it's in the wrong direction, is perceived as better than no action at all. That's opposite my experience as a hiring manager. If we're "iffy" on a candidate, we'll likely give another interview to see if the first interview was a fluke. But if it's already known off the bat that the candidate won't be hired, we certainly don't waste time interviewing them anyway. Interviewing someone that's already a "no" means wasting multiple peoples' entire day in interviews, meetings, debriefs for no progress. That's something I want to avoid as much as humanly possible, and although I'm sure it happens some places, it's definitely not incentivized at any of the companies I've worked at.