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The interviewer's goal is to evaluate the interviewee accurately. More specifically: the interviewer's goal is to minimize (1) false positives and (2) the expe
by vanusa 5y ago
The interviewer's goal is to evaluate the interviewee accurately.
More specifically: the interviewer's goal is to minimize (1) false positives and (2) the expenditure of the company's resources.
Meanwhile, candidates hope to be evaluated "fairly", which is in direct conflict with criterion (1). They also naively expected to be treated "decently", which is in direct conflict with criterion (2) and which explains why employer-side ghosting is so widespread, along with other abusive practices like piling on lengthy take-homes, etc.
- thaumasiotes 5y ago> which is in direct conflict with criterion (2) and which explains why employer-side ghosting is so widespread, along with other abusive practices like piling on lengthy take-homes, etc. I don't think concerns about resource expenditure actually explain ghosting. I think that happens despite what the company would prefer, because the people involved find it unpleasant to notify candidates of a rejection. Lengthy take-homes are easier to explain by reference to resource concerns. Minimizing false positives is not a fundamental goal of interviewing -- accuracy is a goal in all settings, while minimizing false positives isn't. But minimizing resource expenditures is; you're right about that.
- vanusa 5y agoBecause the people involved find it unpleasant to notify candidates of a rejection. "Unpleasant" to send a standard form letter? I don't buy that. I do agree though that it's what they prefer. As a reflection of how they are, and how they look at people.