Interview Experience: Open Letter From a Candidate
A couple of weeks ago, I was invited for an interview for the position of Marketing Manager. It was the first round. Two HR executives started interviewing me. After self-introduction, their question was, how would you react when your customer or “boss” yells at you?
I passed the first round and was invited for the second round with the GM on Zoom call— he was late, and he made me wait 45 minutes on Zoom call. He did not aplogise for making me wait on Zooms call. I was forced to watch HR executives, empty chairs and a table for 45 minutes!
There was no communication for 2 weeks, later I was invited for the final round with the CEO. When I entered his chamber, I found him with a grumpy face and with less patience.
I made my decision and did not show interest in answering his questions! He shouted to his HR executive by asking who selected him in the first round and noted their names in my resume! That too in front of me!
The fact is that even the interview process — as well as hiring managers — can discourage good candidates. The process, questions, and communications will tell a candidate more about the organisation. A candidate can test your organisation before joining.
Although a candidate may not be the best candidate for the position, a bad interview process can have long-term impact for brands and businesses.
Customers will never love a company until the employees love it first.”
– Simon Sinek, author, Start with Why
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