Posted on 01/12/2023 5:15:00 AM PST by EBH
In late 2022, Jessica found herself in a predicament that will sound familiar to many job seekers: slogging through an extended interview process with seemingly no end in sight.
She was up for a job as a fundraiser at a major social services organization in New York. Across the span of two months, she took part in six separate interviews with nine people total, multiple of whom she met more than once. She’d pulled one of her first all-nighters in years putting together a dummy presentation on a hypothetical corporate partnership for interview No. 4, which entailed what she describes as a 15-minute “monologue” from her on the matter followed by a 45-minute Q&A with a panel. It wasn’t until the final interview that she got a real one-on-one sit-down with the person who would be her boss.
“Every time I thought, ‘Okay, this is the final hump,’ there was another thing,” said Jessica, which is a pseudonym. Vox granted her anonymity in order to protect her privacy and keep her out of hot water with her current employer. “It just gets really mentally exhausting, and it’s hard to manage your work schedule because obviously you don’t want your employer to know you’re interviewing.”
“There’s no reason why 10 years ago we were able to hire people on two interviews and now it’s taking 20 rounds of interviews,” said Maddie Machado, a career strategist who has previously worked as a recruiter at companies such as LinkedIn, Meta, and Microsoft. “It’s kind of like dating. When you go on a first date, you need a second date. You don’t need 20 dates to know if you like somebody.”
(Excerpt) Read more at msn.com ...
Welcome to the church of the perpetually aggrieved.
It has long been my observation that the more long, arduous, and drawn out the interview process is, the greater the likelihood the job and the company are going to be terrible.
The key was see applied for a job in a major SOCIAL SERVICEs ORGANIZATION!
Government and donations funded. People doing little work and spending hours and hours on interviews means they can show those hours as productive. Probably trying to determine does the person have even one percent conservative views. That is never allowed in such organizations.
Small business owner who handles my own hiring.
Candidates are often shocked that there is a phone interview, work behavior test, and in person interview.
Why the behavior test? I have one the more difficult personalities to work for/with. Biggest drawback I get from the test is many of these younger people are very judgmental, instead of having some level of empathy. I do not want judgey people on the team that attitude can be very damaging in high stress situations.
Definitely the field - this sort of thing take a very specific presentation level.
That, or they have PTSD about past hires - one good loonie and it’ll cause some serious indecision on new hires.
I don’t disagree - but the desired outcome may not be what we’d intend. Many HR depts are ‘woke’ and require DEI hires with the expectation that you’re also aligned with that, even if you’re not a ‘diversity hire’ yourself.
I recently lost an opportunity where the feedback was that the interviews (plural) went ‘very well’ but things went past when I was told they were looking to make a decision. Once I saw they reposted the job via a staffing company called ‘Professional DIVERSITY Network’ (yes, this staffing firm is founded on diversity hiring) I knew what the problem was, so I retracted my candidacy. They still haven’t filled this position.
I do electrical distribution design, so they won’t be there.
I appreciate the heads up. :)
It is not unreasonable to ask what the interview process will entail. They could be using you for free consulting with endless interviews.
I agree. If an employer is putting you through 15 interviews they don’t really want you.
I am SO GLAD that I’m out of that game.
I’d imagine sociopaths thrive in 20 interview hiring processes.
LOL
If they want more than two interviews, I don’t want them.
The best jobs I’ve had required one interview, followed by getting a job offer in less than a week.
The quality of interviewers may be an issue.
When I was hiring I could eliminate most candidates within five minutes.
The finalists would get a tour of the facility and the quality of their questions would separate the candidates quickly.
In those days HR did not even do the interviews for us—the hiring manager did.
Yes I have had job offers on the first interview and asked when I could start.
I went to interview for the job and within ten minutes, I was sent to the supervisor to get my uniforms. Later that afternoon, I started my first shift.
When I got home, my father said that must have been a long interview. I said, short interview but it was a long first shift!
I am no longer in a position where I am the hiring manager, but when I was for most of my career, I did exactly what you do.
How interesting. Could you share a copy or sampling of your work behavior test with us?
A lot of the ‘job listings’ are not really for immediate employment. They are test ads to help determine the workforce availability so the company will have a number for proposals.
Such jobs would actually only be available if the company won the contract. Also, said contract may not be let for months.
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