Workplace Challenges
What to do when an interview goes terribly wrongThe job interview from hellI have done a lot of hiring and some firing over the years, neither of which I take lightly. |
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 [ 2007-08-16 ] |
Recognizing the fact there are several different styles of interviewing for potential employees -- from the traditional to the unorthodox and everything in between -- there are also standards that should be met by all interviewers. But, sadly, that's not the case.
Steven, whose last name I won't use, wrote to tell me about a "weird experience" he had while being interviewed by a national telecom firm, which I also won't name and you'll see why.
"The interviewer had an eerily-blank look on her face for long moments at a time, admitted she was falling asleep, got up in the middle of the interview and said she needed to take a break, admitted she drank too much coffee and got up to use the washroom," wrote Steven.
"At the end of the interview she walked me to the door and said, 'Nice meeting you Dewayne,' when my name is Steven. She admitted she did not even know she was doing the interview, and asked me if I knew random people I would have no way of knowing, etc."
Now, in all fairness, I've probably used a wrong name now and again while conducting interviews, but this particular interview, even if it's exaggerated a bit (which Steven swears it isn't), seems more like the interview from hell.
Steven wanted some advice about what his next step should be, saying that he wanted to be considered for the job, but worried that with such a bad interview, he wouldn't even make the long list.
Steven writes: "Is there a polite way to ask for a second interview with another interviewer in the company? If there is, could it backfire? Can my asking for a second interview be perceived as me being a sore loser who can't accept the fact I may not be hired?"
My response to Steven was that there's really only one thing you can do and that is contact the human resources department immediately (before the hiring decision was made) and be honest with them.
Be respectful, but be honest about how the interview went and be firm in letting them know you want a "do-over." You really have nothing to lose and everything to gain by doing this.
At the very least, you'll be bringing a problem to their attention -- maybe they've already had some complaints and you're helping them decide to finally make a change.
However, you might want to ask yourself first if you really want to work for a company that treats job candidates in such a manner. I mean, if they treat you that way in the interview, how will you be treated when you actually work there?
Steven still had some worries. He was concerned that if he took this approach, the company might blacklist him for any future jobs that he applied for because he raised a stink and acted like a sore loser.
I rejected that idea and advised him it was the right thing to do regardless of what the outcome might be.
He did call and, just as I expected, they listened.
"I contacted the employee who called me for the interview," Steven wrote. "I asked her for a moment of her time to tell her about my interview experience.
"I'll be honest, although I was very polite, calm and sincere and captured my interview experience in a non-insulting way, I still felt I may have been perceived to be complaining -- but before long, she jumped in and said, 'Don't worry, you're hired. I've already selected you, I just need to complete the reference check.'"
Congratulations to Steven and let this be a lesson for all of us -- either looking for a job or looking for an employee. There are obligations on both sides of the hiring table and if those obligations aren't met, the situation needs to be addressed as quickly as possible.
You may not get the job or the company may not get the applicant they selected, but understanding what went wrong will at least better prepare either party for the next time.
Do you have you a bad boss?