The Job Interview From Hell

2 August 2012 at 12:21AM Leave a comment

“I wasn’t throwing you out the door before, but now I am.”

That phrase, spoken at the end of an interview, is not a message that indicates a successful conversation. But – that phrase was part of a real interview that happened in a high-tech company. The details came out when author David Zax of FastCompany talked with CEO Matthew Bellows of Yesware about the worst job interview he ever conducted. (The quotes herein are taken directly from the article.)

“The last thing I wanted to do was waste any more time with this guy who couldn’t be bothered to spend five minutes of his time [doing research] before the interview.”

Bellows is a 21st century CEO dealing with a shortage of critical talent. When the candidate approached him about a job, Bellows invited him in. (Bellows gets high marks for sourcing the candidate, but none for screening.)

“For me, though, the final straw was when he started talking about another company. He’s going on and on about how great they are and how much money they’ve raised.”

Face-to-face interviewing may have problems, but it can help identify applicants with bad attitudes that can could ruin the project.

What are the lessons learned?

For applicants, the obvious one is: Do your homework.

Yep. The  key is to be prepared.

On the interviewer’s side, maybe I could have detected the arrogance earlier, if I hadn’t really been hoping it would work out.

Hoping for a good turnout instead of trusting what you see generally doesn’t work out well.

See the whole article here:
http://www.fastcompany.com/1844024/the-job-interview-from-hell

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Entry filed under: Interviewing, NotJobs. Tags: , , , , , , , .

This is not a Merit System Faking College Degrees Never Works

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My Core Ideas

1. "I can't tell you the best way to get a job - because there is no one best way. After 21 years of recruiting, I CAN share things I've seen candidates do to guarantee they DIDN'T get the job."

2. "Most companies don't realize how their recruiting process impacts their candidate pool, and their business. Attention to simple things will result in big improvements."

About the Author

Troy Bettinger, SPHR is a Denver Recruiter, Public Speaker, HR Metrics Analyst and Human Resources Leader who has been recruiting in corporate and municipal environments since 1991.

He specializes in the complete hiring process: defining, sourcing, recruiting, testing, interviewing, offering and orienting new hires. He's also well versed in strategic human resources, college recruiting, diversity recruiting, AAP, EEO, ATS integration, recruiting metrics, social media, recruiting leadership, training and employment branding.

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