5 ms·

Beyond the headline the article offers some additional guidance: > First, internal candidates who were rejected after interviewing with the hiring manager were

Beyond the headline the article offers some additional guidance: > First, internal candidates who were rejected after interviewing with the hiring manager were half as likely to exit as those rejected earlier in the process.

jldugger 5y ago
Is that really guidance though? Does speaking with a hiring manager cause employees to stay? Or does an early rejection mean the person applying for transfer is materially different in some way? I feel it's the latter -- we all hear stories of people who try to find a new job elsewhere at the company before their manager fires them.
- nuclearnice1 5y ago
  Let me see if I’m following you. The guidance might be: if you want to keep people, let them follow the internal transfer process to the interview and feedback stage. Your counter claim is: nah, the data don’t necessarily support that. Maybe the people who got further in the process were different. High skill employees who knew they had another shot at an internal transfer, for example. Simply giving everyone an interview is not likely to fix the problem.
  - jldugger 5y ago
    Correct. Perhaps the study addresses this somehow, but I'm not paying 30 bucks to find out there was no causal analysis.
- jonfw 5y ago
  Take it as a signal of your likelihood to be promoted in the near future. If I'm interested in a promotion, and I get a strong signal, I'm going to stay. If I get a very weak signal, I'm going to go elsewhere. An interview will generally offer a much stronger signal than a rejection by email
  - jldugger 5y ago
    But if you change the process, you're getting a hiring manager interview is not longer a strong signal. You're basically hoping to implement a management behavior change without anyone noticing. Good luck on that.
mrtranscendence 5y ago
Yeah, a few months ago I wanted to apply for a position in what the firm called its "science" function -- data science with more machine learning (and more PhDs). I even reached out to someone on that side and got some encouraging feedback. It matched up well with my experience and career goals. But when I applied, I got nothing. Absolute radio silence, while the role just sat there unfilled for weeks. They couldn't at least have shot me an email that I'm not a good fit?

jldugger 5y ago

Is that really guidance though? Does speaking with a hiring manager cause employees to stay? Or does an early rejection mean the person applying for transfer is materially different in some way? I feel it's the latter -- we all hear stories of people who try to find a new job elsewhere at the company before their manager fires them.

nuclearnice1 5y ago
Let me see if I’m following you. The guidance might be: if you want to keep people, let them follow the internal transfer process to the interview and feedback stage. Your counter claim is: nah, the data don’t necessarily support that. Maybe the people who got further in the process were different. High skill employees who knew they had another shot at an internal transfer, for example. Simply giving everyone an interview is not likely to fix the problem.
- jldugger 5y ago
  Correct. Perhaps the study addresses this somehow, but I'm not paying 30 bucks to find out there was no causal analysis.
jonfw 5y ago
Take it as a signal of your likelihood to be promoted in the near future. If I'm interested in a promotion, and I get a strong signal, I'm going to stay. If I get a very weak signal, I'm going to go elsewhere. An interview will generally offer a much stronger signal than a rejection by email
- jldugger 5y ago
  But if you change the process, you're getting a hiring manager interview is not longer a strong signal. You're basically hoping to implement a management behavior change without anyone noticing. Good luck on that.

mrtranscendence 5y ago

Yeah, a few months ago I wanted to apply for a position in what the firm called its "science" function -- data science with more machine learning (and more PhDs). I even reached out to someone on that side and got some encouraging feedback. It matched up well with my experience and career goals. But when I applied, I got nothing. Absolute radio silence, while the role just sat there unfilled for weeks. They couldn't at least have shot me an email that I'm not a good fit?