Why Didn’t You Hire Me? (Answering Tough Post Interview Questions)

January 24th, 2014

The interview process isn’t easy for the one being interviewed or the one performing the interview. Most hiring managers will tell you they have a feeling one way or the other within the first five minutes of the interview but many will continue the interview process to be considerate to the candidate. If the candidate isn’t hired, they may come back with questions. Those who truly want to improve in their job search can sometimes come back to the hiring manager with questions such as “why didn’t you hire me” or “what can I do to improve?”  Some hiring managers will reply with a generic statement but it can be beneficial to provide honest answers to the questions, in order to improve the overall job applicant pool.

Role Reversal
Put yourself in the shoes of the candidate and consider how it would help you to know the weak areas of an interview. It could be something simple but was a negative factor in the interview, yet it could be changed. When you’re given the opportunity to provide feedback, always do so in a tactful and gracious manner. Here are some guidelines to answering the tough question of why you chose one candidate over the other.

  1. Start the conversation with a positive tone. Provide them with information about their resume, experience, and interview techniques that they did right. If you are sending an email, start it off with something simple that builds them up as a person.
  2. Point out areas where the candidate can improve. If their education wasn’t up to company standards, explain how the company prefers to hire candidates with an advanced degree. This is something they can change and rather than stating they don’t have enough education, give them a way to remedy the problem.
  3. Tactfully explain the qualifications the hired candidate possessed that made them more desirable to the company. It can be helpful to explain the hired candidate had more experience in the field or a stronger educational background.
  4. If they were a viable candidate, when the problems could be remedied, invite them to re-interview in several months. Otherwise, wish them luck in their search.

No one likes to be rejected, especially for a promising new job, but as a hiring manager, you can provide insightful feedback to candidates when they ask and ease the rejection a bit. Be kind but also remember it won’t help if you are misleading with your answers. You have the chance to be a mentor to another person in their job hunt so take advantage of that by giving them constructive criticism and guidance on how they can improve.

Have additional questions on hiring in the new year? Contact the experts at Pinnacle Workforce!

Hiring a New Employee? Check Social Media

January 17th, 2014

In the past, an interview was based solely on what the person told you, what you could discover from their references, and their demeanor at the interview. As the hiring manager, it was easy to make a mistake based on the initial interview and a gut feeling but with the plethora of information now available online, it is easier to make an educated hiring decision. From social media pages to prior work experience, check leading social media platforms to find out pertinent information about the candidates you are interviewing.

Benefits of Social Media Profiles
The interview process will bring out the best in a candidate. They will show up polished, dressed in their best and ready to impress but it can be difficult to distinguish an act from the real deal. Using the internet can prove to be the right platform to find out the right kind of information. If you are like most people, you enjoy looking at others on social media platforms; it can give you a deeper understanding of who they are as people. Some of the major benefits of social media include:

  • Truth. You have a better chance of finding out the truth regarding a particular candidate. For example, they may have attended a certain college but didn’t graduate. Their social media page may clearly state this and you will know the exact information.
  • Motive. There are some candidates who will be interested in your company only to gain proprietary information. They may have friends at another company and plan to share some trade secrets with them, in spite of an employment agreement.
  • Motivation. Is this potential candidate motivated to work? Do you see a trend on their pages to laziness and a lax attitude or is there a good mix of fun and work? Every social media page will have some pictures and statements of the lighter side of life but there should be a balance.
  • Reputation. Social media pages tend to be a dumping ground for pictures, fights, and even the airing of grievances. Does this candidate seem to have a lot of drama on their pages? Are there embarrassing photos anywhere? If hired, this candidate will be part of the company and be part of the company front; would that be a positive or negative thing?

Not every candidate will have a full social media profile and they may only use the professional sites such as LinkedIn for the employment searches. It is wise to search for the candidate online in order to determine their impact on your organization. A strong social media presence isn’t always looking for the negative aspects as sometimes you may learn more about a candidate, creating a desire to hire them over the competition.

Have additional questions on how to properly screen candidates? Contact us today to learn about the advantages of partnering with us for your hiring needs.

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