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A dissertation in "Careers"

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by luyasu 2 views

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If a qualified individual goes for a job interview and does not get the job; but the individual felt that the hiring company's decision to not hire was fair. The individual did receive a comment saying that the candidature lost out although the individual had "excellent technical skills and experience" but insufficient people management experience.

The hiring company suggested to the individual to keep an eye on their website for further upcoming positions.

After several new postings on the company?s website, an interest new job came up, the individual applied. This new position only differs in that it does not require people management and all other technical requirements remain. So the individual is likely to have a high expectation of success.

As the responsible one for hiring, how would you proceed with this particular CV in the pile? As the candidate is once again not selected, how would you deal with this as the one responsible for breaking the bad news as a recruitingagent or in the hiring company?s HR department?

Would appreciate as many answers.

TSP

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by timwalsh

Don't know if you are in the US or not, but labor laws obviously differ from country to country.

If you are in the US, this looks like a situation that is ripe for a possible job discrimination suite.

Whether that happens depend a lot on why this applicant WASN'T chosen.

While no promise of future employment was made after the first interview, the applicant could probably rightfully perceive that he met all requirements for the first job except for the management experience. If this second job is essentially the same as the first with out the management requirement, this applicant can again rightfully perceive that he is fully qualified for this job.

The next question is why was another applicant chosen? As long as you can qualitatively or quantitatively show why the other applicant was superior (more experience (in required areas), higer level of education (if there was an education requirement), additional beneficial skill sets (as long as they were listed as preferredor desired), or if all else is truly equal, one resume was received before the other (although in this case, you actually still had the resume from a previous job application)), you shouldn't have any problem dealing with the losing applicant.

As long as you can show that the choice was made: legally (based on the labor laws of your country), and logically (there was a documented method used), it should just be a matter of stating your regrets and giving a summary of your reasons.

by dylan

This is non-problematic for recruiter's. You extract the maximum from the situation. What information was provided in the 'rejection' process? Often it is not the absence of the experience--in this case, supervision--that is important, but the personal qualities that accompany acquisition of the skill itself. Often these people are People people, extraverts, communicators, and often have a very concrete view of the world, logical and prefer the rational over the sentimental, and very organised(often to the point they are inflexible). Start from this level of analysis, and be prepared to (1) be hard on yourself (2) and prepared to change, because you see the change as inherantly good rather than a means to an end in itself. Your progress will acrue over time because it is authentic.

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