If you've already decided she's not getting it, then that's an awkward conversation to have, especially if she doesn't ask. Often candidates do ask for feedback and HR is mum, but if you're willing to answer when she asks, she'll appreciate it.

If you haven't decided yet and are considering her for a round #2 interview, let her know when you call to schedule the second round. Say "one tip I wanted to give you as you prepare to speak to our higher ups, is that they'll really want to hear what you bring to the job. You did a great job telling me why this is a good fit for you personally - and they'll want to hear that as well - but they'd probably want to hear what you bring to the table first and why you're excited about the position second. I was really impressed with you and I'm excited to pass you on to the next round - good luck!"

Anonymous wrote:

Anonymous wrote:I wish someone would give me feedback. I've interviewed for 5 jobs this year and haven't been offered any of them. In the most recent one, I interviewed with 3 people and the first two told me what a great job I was doing. Then, nothing. I didn't hear back until I reached out to them and they told me they hired someone else. I've actually only heard back from one place unprompted. i'd LOVE to know how to play the game.

OP here. I'm someone who really busts out to make a great impression, researching, etc. I find it really annoying to fall into the "void." I know hiring managers are busy, but really aren't we all? Of course I'd never reply to everyone whose resume is sent in, but for the people who spend the time out of their lives to interview and to research the company, it seems really unfortunate not to provide some constructive advice.

PP here. I was surprised to have to follow up since it was down to 3 and the interviews took up almost half a day. I guess I learned something about that company, though. I wish more hiring managers were as considerate as you.

OP, find a way to provide feedback that does not expose you to a back and forth with the applicant. Just because you are nice enough to give feedback does not mean that you are open to changing your mind about not hiring this person. Some people tend to argue with the other person that "this is not what I meant, you misunderstood, I really am not like this" - you don't need this in your life.

Anonymous wrote:I wish someone would give me feedback. I've interviewed for 5 jobs this year and haven't been offered any of them. In the most recent one, I interviewed with 3 people and the first two told me what a great job I was doing. Then, nothing. I didn't hear back until I reached out to them and they told me they hired someone else. I've actually only heard back from one place unprompted. i'd LOVE to know how to play the game.

OP here. I'm someone who really busts out to make a great impression, researching, etc. I find it really annoying to fall into the "void." I know hiring managers are busy, but really aren't we all? Of course I'd never reply to everyone whose resume is sent in, but for the people who spend the time out of their lives to interview and to research the company, it seems really unfortunate not to provide some constructive advice.

But I admit I'm nervous about it. Not everyone feels like this PP or me. I just don't want to overstep or provide feedback when maybe the candidate doesn't even want it...

PP, sadly, rudeness is the norm these days. If you spend your time, efforts, and $$ seeking a job, the employee acts as if they are doing you a favor telling you that you did not get the position. Sad, but, a good barometer of whom has the power in the job mkt. Keep your chin up, keep plugging ahead and GL.

I wish someone would give me feedback. I've interviewed for 5 jobs this year and haven't been offered any of them. In the most recent one, I interviewed with 3 people and the first two told me what a great job I was doing. Then, nothing. I didn't hear back until I reached out to them and they told me they hired someone else. I've actually only heard back from one place unprompted. i'd LOVE to know how to play the game.

Anonymous wrote:Its a shame that "knowing how to play the interview game" is given so much weight these days. Questions like these and how you respond don't necessarily have much bearing on how an applicant would perform on the job. They just determine if someone knows what types of questions are asked in interviews and if they know how to respond appropriately.

This is so true. In fact, I think the kind of people who tend to rock interviews can be obnoxious to work with. Not always, but I have known a few.

Anonymous wrote:Its a shame that "knowing how to play the interview game" is given so much weight these days. Questions like these and how you respond don't necessarily have much bearing on how an applicant would perform on the job. They just determine if someone knows what types of questions are asked in interviews and if they know how to respond appropriately.

How do you assess candidates?

Its a shame that "knowing how to play the interview game" is given so much weight these days. Questions like these and how you respond don't necessarily have much bearing on how an applicant would perform on the job. They just determine if someone knows what types of questions are asked in interviews and if they know how to respond appropriately.

I think you should call to tell her she didn't get the job and then say something like, "Alison, it really came through that you're hard-working and blah blah, but there IS one thing I noticed in your interview, if you're open to a bit of constructive criticism?" and then when she says yes, tell her. Say it just like you said here, but with a gentle tone of voice. Then wish her lots of good luck.

Someone once gave me interview feedback after a job I didn't get, and I really appreciated it. It's a risk -- she may not take it well. But if you're pretty sure she would be receptive, it's a nice thing to do.

At my employer, we first do a phone interview- if the candidate is worth bringing in, the chair of the interview committee absolutely coaches the applicant. So it would be fine here.

Anonymous wrote:This is a really hard working conscientious person, if I am reading her correctly. Her answers to interview questions tended to answer why the job was a good one for her (I've always wanted to learn...) and less about what she would bring to the position. I'd like to offer her some feedback as I very much liked her.

Has anyone ever done that? How did you frame your feedback to the interviewee to help them best, and to not sound critical?

Are you giving the job to another candidate?

Make it about another candidate that was Steiger in experience and interview answers
Then give her examples of what other person said.
I agree, don't be critical of what she said, tell her what answers would have sealed the deal for her
That's nice of you, young people do need help.

This is a really hard working conscientious person, if I am reading her correctly. Her answers to interview questions tended to answer why the job was a good one for her (I've always wanted to learn...) and less about what she would bring to the position. I'd like to offer her some feedback as I very much liked her.

Has anyone ever done that? How did you frame your feedback to the interviewee to help them best, and to not sound critical?