How To Tell If The Company You’re Interviewing With Is Not Interested In You

from Forbes

Job seekers always wonder what happened in their interviews. After six to 10 Zoom meetings over the course of five months, communications from the company have abruptly stopped. You’re left wondering, “Did I do something wrong? Do they not like me?”

In the past, companies would freely share feedback and constructive criticism. The firm would divulge what the candidate did right and where they may need some help. The human resources person would also share some insider tips, such as, “Tell Bob when he meets with Karen, the hiring manager’s manager, he should give the same elevator pitch he gave to the manager. It was very strong and Bob’s background was right on point. Also, Karen is a big Giants fan and alumna of New York University. I know Bob went there too. So, tell him to talk about football and NYU.”

Over the years, things have changed dramatically. Companies are now reluctant to share feedback. It’s due to several factors, including concerns over saying something that could be misconstrued as racist, sexist, ageist or some other form of discrimination; human resources hiding behind technology; the discomfort people have with telling people bad news; the recent rise in rudeness and the lack of civility.

More here.

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43 Comments

  1. This is a helpful article. We must differentiate ourselves from other interviewees in order to seek employment. After hundreds of zoom calls, all the interviewer is seeing a name and face. I am curious to see how internships work next spring & summer.

  2. Interviewing for a job, whether it be your first, or last is one of the most important events that occurs. This job can be the next pivoting point for your life and you may not even know it. This is why it is important to know whether or not the people your interviewing for are interested or not. They used to have companies and employers send feedback to you, explaining where you could improve and where it went wrong for them. No, things have drastically changed and companies are hesitant in sharing feedback for many reasons. Some of these reasons are people may misinterpret the companies feedback as racist, sexist, ageist or some type of discrimination. It is unfortunate that it has come to that because companies giving you proper feedback could help you in so many ways that will allow you to improve for your next interview. Hearing the usual “It was a pleasure, you’ll hear from someone” is a really bad sign because it usually means they don’t want you, which is something this article surprised me with. If they do like you, their closing statement will end with a type of call to action that will be more positive. If an interviewer likes you, they will also go out of their way to answer any of your questions. It is important to learn these differences when giving an interview and make the changes needed in order for you to do better next time, because if the pattern continues, then it will be harder for you to get a job.

  3. In these days of the COVID-19 pandemic, job seekers have been faced with a large obstacle. In-person interviews are very rare due to companies looking to limit exposure. Anyone who has been looking for a job recently knows how different virtual interviews are versus in-person interviews. This article speaks about how an individual can tell if a company is no longer interested. With virtual interviews, this is a lot harder to tell because of the lack of in-person contact. I have been on some virtual interviews and in-person interviews myself and neither of them are easy but they are very different from one another. This article provides beneficial information for job seekers so that they do not waste valuable time waiting to hear back from a company that has no intention of reaching out to them. If a job seeker knows these signs before the interview, they should have a pretty good idea of whether they will hear back from the company or not. Knowing the phrases and signs that a company is interested/ not interested is a very useful tool.
    I can tell from experience that interviewing is not easy and it is very hard to tell whether a company is interested or not. It is also settling to hear that interviewers are also nervous about interviews and that they do not like to turn people down. It is settling for people to know that they are not the only ones who are nervous about interviews. I think this article is a very helpful tool for anyone who is ever going to be interviewed in their life. I have always been nervous every time I have been interviewed. This knowledge would have been helpful to know in the past and I am glad that I now know this. If job seekers are more knowledgeable about the behavior and phrases that commonly are brought up then they will be more confident going into the interview. With the added pressure of virtual interviews and phone interviews, anything to give people more confidence will help. Interviews will never be an easy process, but any information on how to make the process easier will always be accepted by job seekers.

  4. The beginning of this article briefly talked about the reasoning for why interviewers are not freely sharing feedback with interviewees. The fear of saying something that can be taken as offensive has become much greater than the importance of sharing constructive criticism. I find this to be very alarming. As a young student, soon to enter the workforce full time, I take constructive criticism very seriously, as I believe it is the one of the keys to success. Taking the advice of others to benefit yourself is part of maturing, both personally and professionally.

    A LinkedIn article highlights some of the 5 major benefits of receiving constructive criticism well. One thing that threaded through each benefit was the impact it had on relationships with others. Those who can take constructive criticism well are more approachable and easier to work with, therefore, it makes relationships with supervisors and fellow employees stronger. It also makes for better casual relationships. Being able to take constructive criticism well also, as expected, makes one smarter and better prepared for their job. Being able to identify one’s strengths, recognize them, and identify where one can improve is the key to personal development in the workplace. It makes employees more of an asset to the company.

    With all of that, it’s concerning that interviewers are afraid to share constructive criticism. How are future and/or current employees supposed to know where they can improve, if nobody else is telling them? It’s difficult for people to admit where their weaknesses are, and sometimes they don’t even recognize a weakness or area for improvement without an outside opinion, so this is a major gap. If companies are seeking the best workers, they should be sharing out that constructive criticism with people, without fear of being offensive. If it is framed well, it should not offend the person receiving the criticism.

    Cofino, Felipe. “Top 5 Benefits of Receiving Constructive Criticism/Feedback Well.” LinkedIn, 22 July 2018, http://www.linkedin.com/pulse/top-5-benefits-receiving-constructive-well-felipe-cofi%C3%B1o/.
    https://www.linkedin.com/pulse/top-5-benefits-receiving-constructive-well-felipe-cofi%C3%B1o/

  5. The beginning of this article briefly talked about the reasoning for why interviewers are not freely sharing feedback with interviewees. The fear of saying something that can be taken as offensive has become much greater than the importance of sharing constructive criticism. I find this to be alarming. As a student, soon to enter the workforce full time, I take constructive criticism very seriously, as I believe it is one of the keys to success. Taking the advice of others to benefit yourself is a part of maturing, both personally and professionally.

    A LinkedIn article highlights some of the 5major benefits or receiving constructive criticism well. One thing that threaded through each benefit was the impact it had on relationships with others. Those who can take constructive criticism well are more approachable and easier to work with, therefore it makes relationships with supervisors and fellow employees stronger. It also makes for better casual relationships. Being able to take constructive criticism well also, as expected, makes one smarter and better prepared for their job. Being able to identify one’s strengths, and recognize where one can improve is the key to personal development in the workplace. It makes employees more of an asset to the company.

    With all of that, it is concerning that interviewers are afraid to share constructive criticism. How are future and/or current employees supposed to know where they can improve, if nobody else is telling them? It’s difficult for people to admit or even recognize what their weaknesses are, so without an outside opinion, improvement becomes more difficult. If companies are seeking the best workers, the should be sharing out that constructive criticism with people, without any fears. If it is framed well, there should be no room for offensive remarks to be made.

    https://blog.shannonweb.net/2020/10/06/how-to-tell-if-the-company-youre-interviewing-with-is-not-interested-in-you/comment-page-1/?unapproved=106108&moderation-hash=6839386a172ca38ed5f3cbccc9eab4b8#comment-106108

  6. The beginning of this article briefly talked about the reasoning for why interviewers are not freely sharing feedback with interviewees. The fear of saying something that can be taken as offensive has become much greater than the importance of sharing constructive criticism. I find this to be alarming. As a student, soon to enter the workforce full time, I take constructive criticism very seriously, as I believe it is one of the keys to success. Taking the advice of others to benefit yourself is a part of maturing, both personally and professionally.

    A LinkedIn article highlights some of the 5major benefits or receiving constructive criticism well. One thing that threaded through each benefit was the impact it had on relationships with others. Those who can take constructive criticism well are more approachable and easier to work with, therefore it makes relationships with supervisors and fellow employees stronger. It also makes for better casual relationships. Being able to take constructive criticism well also, as expected, makes one smarter and better prepared for their job. Being able to identify one’s strengths, and recognize where one can improve is the key to personal development in the workplace. It makes employees more of an asset to the company.

    With all of that, it is concerning that interviewers are afraid to share constructive criticism. How are future and/or current employees supposed to know where they can improve, if nobody else is telling them? It’s difficult for people to admit or even recognize what their weaknesses are, so without an outside opinion, improvement becomes more difficult. If companies are seeking the best workers, the should be sharing out that constructive criticism with people, without any fears. If it is framed well, there should be no room for offensive remarks to be made.

    Cofino, Felipe. “Top 5 Benefits of Receiving Constructive Criticism/Feedback Well.” LinkedIn, 22 July 2018, http://www.linkedin.com/pulse/top-5-benefits-receiving-constructive-well-felipe-cofi%C3%B1o/.

  7. Many times, during an interview people do not know if they are saying the rights things in order to get the person to like them and for them to get the job. But more often than not, there is no right answer. They are not looking for you to be the perfect human with no flaws and all the right answers. They want to know you for who you really are and the statistics and information that you know about the company. They are also interested to know what you will do, to hear the actions that you will take in order to better the company. As the article mentions, in the past the companies would have provided feedback and gave criticism on how to better yourself for the job. But recently, since COVID companies have stirred away from providing this to people.
    The main problem that interviewers see in providing feedback is the concern to say something that hurts someone’s feelings regarding their race, gender, ethnicity, etc. I really like the way the article mentions the details that will be said to you at the end of the interview to show if it is a good sign or not because it is very true. Personally, I had an interview at my job that I currently still work at. At the end of the interview, they said “It was very nice meeting you. Anthony, the boss, is in Florida until Friday but he will be in contact then.” Then, when he got back from vacation he called me to come in and start the job. This shows that what they say at the end of the interview after meeting you, really does matter. All the details even the things that you think do not mean anything should be taken as signs in order to know if you are going to get the job or not.
    Interviewers are not made to be bad or mean people that want to hurt people’s feelings when it comes to turning people down. This is why if the interview is not going well, they start to speak in short sentences and do not say much because they do not want to upset you. As the article describes, these little insights that the interviewers provide for you, are much more detailed than they appear to be. The way that they speak to you, either in detail and with enthusiasm or in short stuttered sentences and with a monotone should be seen as a sign to know if they liked you throughout the interview and if they are going to call you back or not.

  8. This article struck me as numerous times in my life have I left an interview unsure of if it was a positive or negative implication of who I am. It’s crucial to separate yourself from the rest of the group in an interview, especially if this is your first impression with the company. Making yourself unique and creating easy conversation shows you are both prepared and passionate about the interview. The article gave some great tips on how to know if you had a successful interview experience or not, such as the specificity the interviewer addresses you with at the end. If they give you a specific date or time they want to meet again, that is a great sign. On the other end of the spectrum, general statements or “we will keep you in mind” are often signs that you didn’t stick out from the rest of the group. If the interviewer also answers all questions at great length with enthusiasm, it’s a sign they like you and are engaged with your questions and general conversation. The interviewer staying interested from start to finish is a major key to a successful interview. The main teller for a good interview is the communication you receive shortly after the interview is completed. If communication remains constant and doesn’t slow down, there is a good chance the interview went well. While it’s more difficult than it used to be to get constructive criticism, it’s still possible to tell how an interview went by paying attention to subtle hints given by the interviewer,

  9. There’s certainly a fine line between the desire of getting feedback and saving oneself from the harsh realities of facing one’s own weaknesses. One would hope that the manager in charge of interviewing would be of the caliber to provide candidates with constructive criticism at the point of disinterest. I understand one’s fear of being rude, however, it feels like a greater insult to be left with little information on how to do better. Vague niceties used to ward off unwanted candidates will do them no service, and may continue to send them through a cycle of rejections.
    Despite the guidelines the columnist provides, each interview process is unique and they do not always fall into such definite categories. Once, upon speaking to a hiring officer over the phone, expressing my interest in shadowing, the manager expressed even greater interest in me than I was showing her(which is saying something since I was very vocal about my passion and excitement for this opportunity). I had emailed with this woman many times and we had even scheduled a date to meet when suddenly the line went cold. There was nothing I could have done to cause her to very suddenly detest me, and the position was voluntary (there was never a listing for it, I simply called and asked for one) so there definitely weren’t any other candidates that I was competing with. Overall, this experience altered my perception of interviews and the managers doing the interviewing. Although this columnist’s advice was eye-opening, it is impossible to prepare oneself for the bizarre battlefield of interviewing. One can only do one’s best to come prepared and motivated and hope to successfully decode the cipher that is interviewer communication.

  10. Posts on how to ace interviews always fascinate me because of how desperate we, as people, become to find a job that may not even suit us. Personally, I struggled to find a job in my hometown of Vineland, New Jersey. Despite the city retaining a population slightly over 60,000, the state of our economy is practically in ruins. Nearly all widely-known stores that sat here comfortably for the last twenty years have cut their losses and moved on to more profitable regions of the state with better-promising results. I do not even blame them. Despite the intense and vigorous academic approach I took in high school, I was an overall lazy individual with no sense of purpose nor any idea as to where I am heading in life. That was a chaotic period in my life. A few months before I turned eighteen-years-old, I applied to several companies; one significant place was a movie theater chain, the other was a steakhouse that my older sister has worked at for many years. For an interview, I told myself it would never be a bad idea to risk dressing up too much, rather than dressing down. I put on an elegant pair of black oxford’s, slim fit dress pants, a solid royal-blue dress shirt, and classic belt. My appearance and confidence did not land me the job, at neither place. Why? For the steakhouse, my hours conflicted, since I had school in the morning (took them about 7 months to get back to me on that). For the movie theater, they lied to my face about scheduling, then hired someone else before my official second interview.
    I do not regret this decision, however, because it inspired me to do something I always had in the back of my mind: work on your own hours. Thus, I signed up as an independent contractor for DoorDash and used the money I made to supplement a small-scale business I made selling new and pre-owned video games and related consoles. I made a significant amount more doing this than I would have had I been working for the movie theater for ten bucks per hour, or the steakhouse for five dollars per hour (plus an obscure weekly tip distribution method). Reviewing my interviews with both employers, I was told by both, “you did a fantastic job presenting yourself. We are very impressed!” Yet, I never got the job. Despite the setbacks, I did not give up and say to myself, ‘well, you tried.’ No! I worked and worked some more, never giving up. I uncovered a hidden passion for working on my own hours for commissions rather than set hourly wages. In my mind, I see it as determining my own future. Hence, I wish to take my practice at selling merchandise to the next chapter, which would be real estate. One day in the near future, I see myself selling houses to newly-wed couples or families that need a new spot to call ‘home.’ To summarize my story, a key takeaway is to never let an interview discourage you from achieving any goal. Dress nice, stay confident in yourself, show an interest in the topic, and display a yearning to work hard, even if it means alongside a team, if needed.

  11. As a student that has been vigorously applying for internships for over a year, I know all too well the frustration of getting vague responses from recruiters. The only time I got genuine responses was at the beginning of the COVID-19 pandemic. The only exception was from an on-campus recruiter who told me that the firm, and its peers, were not interested in sophomores. That was great because I could focus my energy elsewhere, gain experience, and submit another application the next year as a more attractive candidate.
    Another factor is the automation of the hiring process. Software such as HireVue uses AI to assess recorded answers to interview questions. Resumes are often screened by software that tries to identify buzzwords to determine qualifications. The truth is that applications tend to never get in front of human eyes before the third round of interviews and the emails you get are always pre-built templates.
    My advice is to find alumni that work in a company you are open to working for and build a relationship. When the time comes to apply, you can then inform them of your submission, and most are more than happy to try to get your application in front of a real person straight away. It has worked wonders for me. Or you can have a section of your resume labeled “Skills” and pack it with buzzwords. I’m not an advocate of that strategy, but I know it’s effective.
    If you are rejected, I would suggest pushing for critical feedback. While many are hesitant to do so over company email, LinkedIn is a great place to reach out. Just be subtle and polite and indicate that you are open to suggestions and won’t be offended by advice.

  12. Before even reading this article, I can tell that it will have a positive effect on me after I read it. Being a business major, I will be on many interviews in the future of my life and I believe what is in this article will help me try to pick and stay with a company who is really interested in me. My initial response to finishing reading this article is surprise and a little bit of confusion. After reading in the beginning about how the companies used to openly share feedback to the interviewees I and curious as to why they stopped. When the author explains that, “It’s due to several factors, including concerns over saying something that could be misconstrued as racist, sexist, ageist or some other form of discrimination; human resources hiding behind technology; the discomfort people have with telling people bad news; the recent rise in rudeness and the lack of civility.” This comes as a surprise to me because I would think that this would not change in the business world. Receiving feedback and pointers is how you learn in life and how you prepare yourself better for the next interview. Now the article starts to talk on how you can tell if a certain company is not into you. One of the first tips that is given is “If you hear, “It was a pleasure meeting with you. You’ll hear from someone,” that is not a good sign. What you want to hear is something specific. “It was a pleasure meeting with you. Jane Doe from human resources will contact you Monday or Tuesday with the next step and who you’ll meet with.” There’s bonus points if they reference a specific day and time and the names of the folks with whom you’ll be meeting with.” This came as a surprise to me because I would have originally thought that them telling me I will hear from someone is a good thing. After this the author goes into other things that I believe will help me in the future, getting a good result from an interview is very important. Overall, I think this article is a really good read for any business majors like myself. In fact, it is a good read for anyone with any upcoming interviews because it walks you through what are good signs as well as not so good signs.

  13. During junior year of college is the prime time when students begin to see their first professional experience related to their major(s). The first round of judgment is your application, and next comes the interview. The interview is often the most daunting and scariest part as it is the time when you will be judged based on your character and your accomplishments thus far throughout your college career. As the article mentioned, in recent times, it is very rare for the interviewee to get feedback from the interviewer and/or employer and human resources recruiter about how they did on their interview. After the interview, it can take days or weeks before the student may hear back from the employer, and sometimes they may not hear back from the employer at all. Delays, or no responses at all are often very discouraging to the student and leaves the student wondering what they did wrong, what they could have done better, and why the recruiter or hiring manager has not responded as to whether or not they have received an offer.
    The article offers a few tips and ques to determine how one did on their interview such as key phrases and actions that hiring managers or recruiters may take that could determine the outcome of the interview. For example, the article suggests that if you hear the phrase “It was a pleasure meeting with you. You’ll hear from someone,” that is not always a good sign and that you would want to hear something more specific about the timeframe in which you could hear a response. It is important to ensure that you hear specific information regarding a response time; however, you should note that it does not have to be super specific because even the recruiter or hiring manager may be unsure of the timeframe. Another good tip is to get the contact information such as an email or phone number from the interviewer. With this information, you should send a follow up email displaying thanks and gratitude to the interviewer for their time, and express hope for a positive result. In the email, you could also relay a topic or statement that stood out during the interview. By doing so, you demonstrate your attentiveness and that you were actively listening, as well as participating in the conversation. Lastly, to get a few extra brownie points, you can connect with the interviewer on LinkedIn.
    Feedback is very important to receive as it promotes personal and professional growth. The article mentions how “companies are now reluctant to share feedback due to concerns over something that could be misconstrued as racist, sexist, ageist or some other form of discrimination.” Such concerns are very reasonable to have; however, providing simple feedback with regards to interview tips and tricks could go a long way for the student. Simply stating “could you be more specific” or “make sure to elaborate on your response more” could help the student grow and improve their interviewing skills. Merely saying “good job” or “well done” does not provide the student with enough information and criticism. The student needs constructive and positive criticism to see what specific areas they can change and improve. Consequently, the next interviews will be much more successful for the student. Furthermore, soft skills such as communication, eye contact, body language, and others involved in the interviewing process, are essential in a professional work environment.

  14. I found the article very interesting and I find it upsetting that it is so difficult to receive feedback on an interview. Getting constructive criticism allows you to identify your weaknesses and figure out how to correct them. Living in a world where a potential employer just stops responding or they get an unexplained no, it is much more difficult to find ways to improve your appeal to employers if the employers don’t tell you what they are looking for. The article mentions the fear of rejection being construed as discriminatory, so it is safer to say nothing at all and the ease of rejecting someone behind a screen. It takes the humanity out of denying someone for a job when you can do it over a phone call or email, and you do not have to look someone in the eye and tell them no. This is problematic and leads to a lack of humanity where you can deny someone without even having them be able to see your face as you do it.
    It can be difficult to tell when a potential employer is interested in you, but I feel that an easy to find out is to ask questions. In the interviews I have had, when I would ask job specific questions and the answer would be met with specific names or dates that was a very good sign that the interviewer was interested but I have also had interviews were I was told that someone would reach out to me and that is very vague and not a great sign. If an interviewer is offering specific and detailed responses and really engaging when you ask a question that shows they are interested in you. If the interviewer is deflecting or giving very general answers that is not great. I thought it was nice to hear that most times the interviewer is also nervous because their standing in the company is at stake if they do not make a good hire. This explains why some interviewers can seem to grill you or be looking for flaws at first because if the person they hire becomes a problem, that reflects poorly on them. Knowing that there are stakes involved for the person on the other side makes it easier to relax and can help set you at ease knowing all the pressure is not on you.

  15. Communication from the company abruptly stopped and the potential candidate is left wondering why? Historically, companies would share honest feedback and constructive assessments with interviewees. Likewise, human resources personnel would share knowledge of their perspective colleagues’ interest so that the candidate can develop a connection with the hiring manager. However, todays culture has made dramatic changes to the interviewing process. Although feedback is supposed to encourage, improve, and resolve issues, it can sometimes be misconstrued or considered racist, sexist, or ageist. Because people have a natural negativity bias, they sometimes react to constructive criticism in a negative aspect, one of being attacked or excluded. Companies failure to communicate constructive feedback may be actually more about protecting themselves and their organization. Some ways a candidate can interpret the outcome of their interviewing process would be to infer from the actions of the company and the interviewer. For example, “if you hear it was a pleasure meeting with you. You’ll hear from someone, that is not a good sign.” In contrast, if they specify the name of the person doing the hiring, specify the date, and specify the next step to the interview process, then this indicates that they’re concluding their process and are about to make an offer. Some cliches that companies hide behind when they are not interested are “it was nice to meet you, we are at the very early stages in the interview process and have a number of people that we plan on speaking with. A vague statement can signify that they are keeping their options open for more qualified applicants. Moreover, a way to recognize if the interviewer is not interested is when they do not offer in depth commentary to one’s questions regarding relevant job responsibilities and cooperate culture. If an interviewer is interested, they will go to great lengths to answer your questions and show enthusiasm in describing your potential role. A warning sign would be when communication from the company abruptly stops. It is troubling and can indicate that they have moved on and found another candidate for the role. Associating your abilities with your identity can make receiving constructive criticism painful. By changing your mindset and remaining positive, a candidate can overcome obstacles and start on a growth mindset, learning from their failures. The vast majority of interviewers find rejecting candidates unpleasant because nobody wants the bearer of bad news, so don’t take it personally.

  16. It usually comes as a smack in the face to young applicants when they get straight-up rejected for a job opening. Many people glare to the basic facts as to why this happens, such as, the applicant being “okay” or just not good at being an interviewee. It goes without saying, though, that being in the time of a pandemic throws a wrench in the interviewing process for almost everyone. Be as it may, everyone is in the same boat now and everything is splayed out on the table, except maybe clarity. What I like in particular about this article, by Jack Kelly, is he goes into depth as to what the other side experiences during interviews. It seems less common to hear about the interviewer’s perspective (besides feedback) and based on Kelly’s article, it makes sense why.

    It comes as no surprise that some things are made more difficult with a pandemic in effect, especially if there are only Zoom interviews available for an entry-level applicant (with no interview experience). Kelly explains that having interviews over Zoom allows for less feedback, some of which is particularly vague and confusing. Looking further into Kelly’s article, he explains how interviewers are under more pressure than the interviewees as the interviewer is responsible for choosing the best applicant available. After understanding this, it only makes sense that an interviewer would leave some applicants in the dark as they are being considered because it is imperative to search for even better applicants. As for those who are not being considered anymore, someone has to tell them they did not make the cut. The interviewer is simply trying to soften the blow by giving certain impressions without having to straight up say it. Although this is occurring often, it is sometimes impossible to have any remorse when saying “no” to certain applicants—that may never change.

    With the transitions that come with a pandemic, there are some legal implications involved, particularly laws against discrimination. In a document on the NCSL’s website, laws that pertain to discrimination are laid out, explaining as to why the specific types of discrimination are not allowed. All of these protect an employee (and some the employer) in some way, but nowhere on the document does it say that discrimination cannot be used against people who interview through a virtual setting. This is to say that a company can choose to not hire someone simply because they are interviewing through an online forum, instead of in-person. Now this may not be the choice to stick to for a company, but it does bring in a good point from the company’s perspective, will the applicant be able to show up to work in person whenever the company so chooses (I.e. normal in-person business)? Of course, there is leniency, but for how long and to whom may it concern? This is only speculation leading from Kelly’s article how an interviewee is put in an awkward position, via virtual interviews. Time will tell how effective virtual interviews are and when normal interviewing will commence.

    National Conference of State Legislatures. (2019, March 18). “Discrimination and Harassment in the Workplace”. Retrieved October 9, 2020 from https://www.ncsl.org/research/labor-and-employment/employment-discrimination.aspx

  17. This article, written by Jack Kelly, was very helpful to me. Though it seems embarrassing, I have never been in an interview. I am fortunate enough that my first real job was working for my father as an electrician. There was no interview needed. This article contains much information. Some of the information and advice presented seems to be common sense, while some information is very valuable to someone who has never been in a formal interview before. Before reading this article, I always had preconceived notions about interviews and always imagined what I would say when I was eventually a part of one. I always believed I would let a potential future employer know that I work harder than anyone I know, and I would do anything I had to do to ensure the company’s success. This article is full of information that I can use to tell where I stand in the interview process. For instance, the article provides insight for why companies are reluctant to share direct feedback. The article reads, “It’s due to several factors, including concerns over saying something that could be misconstrued as racist, sexist, ageist or some other form of discrimination; human resources hiding behind technology; the discomfort people have with telling people bad news; the recent rise in rudeness and the lack of civility.” This saddens me greatly. It’s truly a shame that employers can no longer give direct constructive feedback that can help me with future interviews because people construe criticism as racism, sexism, or discrimination. One thing I learned that I didn’t know before was that if an employer wants you, they’ll use more specific language when referring who will reach out to you and when they will do so. The example used is if you hear “You’ll hear from someone.”, that usually isn’t a good sign. Another thing I learned is that if an interviewer likes you, they will go to great lengths to answer any and all questions you may have. I also learned that an employer will go in a sort of “sell mode” and try to sell you on the job. This is a good sign. In all, this article was very informative and I will use this information going forward.

  18. I found this article to be very helpful. It points out the things you don’t always pay attention to during the interview process because you are in the mode. A big one that really stuck to me is after the interview if they don’t tell you who should be reach back out by name and give you a timeline it normally means that they aren’t going to reach back out. Now so many companies wont give feedback and try to keep things short and simple by keeping you around without telling you a lot but it still allows the company to look for someone they may like better. This article should be read before you go on an interview just as a some pointers to look for and listen for.

  19. This article particularly caught my attention because I have always wondered what goes on in an employer’s head when they’re interviewing a potential employee. Typically, every company or employer is looking for something different depending on the company’s needs or wants. However, many times it is unclear to the job seeker what that company/employer may want. Personally, I have had a lot of job interviews and if I didn’t get the job, I never know why. It is always a mystery and it leaves me asking myself what I did wrong, what I didn’t say, or what I did say to make them not hire me. I think giving feedback to job seekers would be very beneficial. Like I stated before, it is hard to know exactly why you weren’t hired on. Knowing what you said or shouldn’t have said, would be beneficial to know for future interviews by serving as a learning experience. In the article it goes on to explaining why companies are so reluctant to share feedback nowadays. While I completely agree with this, I think job seekers should have the option of hearing their feedback if they want. I also think this article gave me great insight on when to know whether or not a company is interested in someone. I never really thought about how something an employer says to someone could give them clues on whether or not they are going to get the job. After reading this article, it now makes sense to me that if an employer references a specific day and time you have a pretty good chance at landing the job.

  20. The interviewing process is usually disliked by the general population. As the interviewee, you have to lay out all the facts, put yourself in a slightly vulnerable position, and hope that the company for which you want to work gleans enough value from you that they deem you a worthy hire. As the interviewer, you have to make connections with people, learn that some of them might really need a job, and then tell the majority of them, “Sorry, you didn’t get the job!” (Although, quite frankly, many interviews and companies deliver nothing but radio silence if they do not wish to hire you; it is the professional version of “ghosting”.)

    The interviewing process is also a very critical part of the professional world. As the interviewee, even if you do not get the job, you get to practice researching companies, answering interviews, and sometimes going through the follow-up process. As the interviewer, you are sifting through applicants and digging deep to find somebody who is the perfect candidate for the job (and, as the article mentions, they better be the perfect candidate, or it reflects poorly on you as the hiring manager). The interviewing process is much like playing matchmaker; the more you do it, the better you understand yourself and others, and when the hiring manager (a.k.a. the matchmaker) finds the right person, they are hopefully setting somebody up with the company for life (This relates more to a professional job, as employee retention rates for retail and entry-level jobs are typically much lower.).

    As I previously mentioned, the interviewee stills benefits from interviews with companies for which he or she did not end up working. However, the benefits are far greater when the company is willing to offer some feedback on what the person did well and where they may need some improvement.

    I spent much of this past summer applying for jobs in the area surrounding campus, and I found it extremely frustrating when my qualifications seemed to match the job description perfectly and I would not even get a call-in for an interview, so I can only imagine how frustrating it can be when you actually do get to interview and do not receive a call back (Thankfully, I did not experience this!). Every manager with whom I interviewed offered me a bit of feedback—mostly what they liked that I mentioned during the interview since I received job offers from everywhere I interviewed. Still, even the positive feedback was much appreciated; it made me more aware of my strengths and by extension more aware of where I need to improve in order to get all tools in my interviewing skillset up to speed.

    Even though I value feedback, I know that many people are afraid to both give it and receive it. As the author of the article, Jack Kelley, mentions, there are a few different factors playing into the lack of constructive criticism offered by hiring managers, including the company’s fear of “saying something that could be misconstrued as racist, sexist, ageist or some other form of discrimination; human resources hiding behind technology; the discomfort people have with telling people bad news; the recent rise in rudeness and the lack of civility.” The company might feel like they are walking on eggshells when trying to offer some feedback, so they think it is better to not offer anything at all. On the other hand, many people are not always comfortable with receiving feedback: they become defensive, insecure, and in some cases might even deflect onto the interviewer, the situation, or some other factor. The reluctance to give and the reluctance to receive has made constructive feedback into a sort of taboo for which you have to dig around.

    However, the dig is well worth it. Such feedback helps you better yourself and your interviewing methods. Who knows? Maybe a piece of feedback you receive from one interviewer will help you land the job at the next interview.

  21. I find this article to be interesting. This is very informative and serves as a “job interview survival guide” in order to ace the interview, get the job, and to be successful on the job. I feel that this article is highly recommended for doing any interview successfully. This article is also a must-read, because there are issues that businesses and employees face that could always result in legal action such as discrimination, harassment, and bullying that does not belong in any given workplace environment. I additionally find this article exciting, because it gives me the confidence to do any given interview process successfully and to strive for excellence in the workplace. I highly recommend this article, because of its explanation of how the interview process should be done properly.

  22. There are many good helpful tips in this article for interviewers. In these unprecedent times, job seekers have to deal with virtual interviews versus in-person. The writer discusses the “tell tell” signs when the candidate is rejected or accepted for the job.
    Agreed that if you ask a lot of relevant, smart questions and don’t receive complete, detailed answers, the interview did not go so well. Perhaps the candidate is not who they are looking for or they not so sure what are they looking for. When the interviewer doesn’t share details on the responsibilities of the job, the people with whom you’ll work with and the possibility for advancement, it’s not a positive sign.
    My last virtual interview goes back to seven years ago. At the end of the interview, I could tell the interview had gone very well. The interviewer asked many specific questions about my skills and tested how knowledgeable I was in my field to see if my experience matched to what I had listed on my resume. Since location was important, she asked me how far I was willing to travel to my job. Likely for me the job was close by. By the way the interviewer became my boss two weeks later.

  23. I think this article covers an important topic not just for graduating seniors looking to apply for full time jobs but for everyone. Interviewing is always a nerve wrecking process that makes you continually questions whether what you’re saying is good or not. Especially now with zoom interviews, the structure of the process is different than a usual interview. Like the article mentions, companies use to give constructive criticism in order to help the interviewer not make the same mistakes. Now in 2020, people have become sensitive and any form of criticism or feedback may be considered offensive. I also enjoyed how the article gave tips on how to perform well in an interview. Be detailed with your responses and ask good questions. Typically by the end of an interview a person can tell if it went well or not. From personal experience, I just finished an online interview within the past week which went very well. Some key things I kept in mind was to be confident in my responses and to be myself. You never want to come off as someone you’re not. Also knowing what to look out for in terms of communication and body language are also crucial. Overall, this article is a good read for anyone that looks to ace their interview. Knowing what to do and not to do can be the difference of you getting the job or not. Also, this article provides great tips about interviews and also the things that could potentially lead to legal trouble. Having a good overall knowledge on virtual interviews will help you land the job.

  24. I enjoyed reading this article because I have never had an interview before, and it provides insightful information. For my past two jobs, the managers needed the help, so they did not bother interviewing me and for my last job it was very informal and over the phone because of COVID, so I do not have any experience in this area. I am surprised to hear that companies do not give you straight answers, because wat do they have to lose? Personally, I do not think it is rude to tell someone whether or not they would actually be a good fit for the job. I think most students who are graduating are also suffering from anxiety so the fact that they would have to wait ages for responses from potential employers would not bode well with them.

    I also do not see the point of having a hiring manager that is not trained in that area and therefore cannot give helpful comments. The whole point is to hire someone who will be the right fit for the job but if the interviewers cannot communicate about and market their company so well, then the interviewee is not going to want to work for you. To me, it seems unprofessional.

    Instead of companies feeling like they are being racist, ageist, or sexist, one thing I believe they should do is blur out the names and addresses of potential employees on the resumes they look at. This way, they would only be focusing on their qualifications and would not have to worry about receiving backlash.

  25. This article was such an interesting read to me because it just shows that something that is typically such a nerve-wracking scenario for the interviewee is actually just as nerve-wracking for the interviewer. Whenever I have gone into interviews of my own I never really thought about their perspective and how they have the pressure to bring in good candidates to the company or else they may lose their own job. But I do strongly agree with the notion that within the past few years interviewers have been scared to give honest and straight-up answers because they fear their honesty may come back to bite them. This feels so counter-intuitive. If I were to be interviewing for a position I’d much rather be told the truth if I don’t meet this company’s specific wants or qualifications so we don’t waste each other’s time.

    To put in some personal perspective my father works as a director of a small fulfillment center and ever since he stepped into management he’s conducted interviews. He has always set forth clear guidelines for any position he’s hiring for and that is to meet the job’s qualifications and be able to perform the work. If you can’t meet these qualifications then there isn’t a further process. But for those that do meet these qualifications, my father has always decided to just be honest with them. Whether it’s people not being qualified for the work or people being overqualified he’s always wanted to tell people the truth to save face and time.

    As it pertains to the article I think this idea of maintaining a specific reputation or not wanting to upset anyone has in fact worked against these companies. People are left in limbo after an interview because as the article mentioned they have to also look into the wording of every statement to see if they even have a chance or not. I get this approach from the company’s standpoint because they don’t want this honesty to turn against them. However, from someone going through an interview, I’d much rather be told we are actually interested or we aren’t interested that way I know to turn my focus elsewhere. People are too scared to hurt someone’s feelings that it ends up holding them both back and extending an already difficult process. I personally think the best course of action would be to just be honest with all interviews that way we all can make the most and get through any hiring process.

  26. Interviews can be one of the most stressful events in someone’s life, even without the second guessing if it went well or not. Preparing for weeks, learning about the company, and thinking of effective questions to ask are all used up in a short time span. After all of the work you put in, sometimes all you will get is a generic answer of “It was a pleasure meeting with you. You’ll hear from someone.” Like the article said, this could have bad implications, or it could simply mean that they are not a good interviewer. Add the fact that companies wait weeks to get back to you, and you find yourself confused with your hope dwindling. It is not fair that potential employees must go through this cycle every time they interview, but it is also not fair to companies to be forced to make decisions on the spot without reviewing their applicants over in more detail.
    Unfortunately, I can relate to both sides of this article. I had an interview at Chipotle with three other people. I was the last to go because I thought the interviewer would remember me more than any of the other candidates. I also overheard him mention basketball, so I struck up a conversation about the Knicks. I had researched a lot about the company and asked multiple questions, so I thought I had done a fairly well job. At the end, all I got was that I would be contacted in “a few days.” I knew this was not the best sign, but I did not give up. However, as expected, a few days passed, and I had gotten no news. I even called the store and spoke to the person who had interviewed me, but he had no idea who I was. On the flip side, I recently had an interview with Target. On the day of my interview they had me waiting for nearly an hour, and I was ready to walk out of the store. When I was finally called in, the HR rep apologized and after the interview was over, she quickly asked when I was free so I could complete the second part of the interview. When I arrived for the second interview, I was called in within minutes and was offered a job immediately after the manager had asked me some questions. Since these were my first two interviews I did not truly recognize the difference in how I was treated. However, looking back on both of these instances, there were definitely signs and hints throughout both interviews that I should have picked up on.
    Reading this article has definitely helped me and has given me more confidence for the future. Although I hope that I do not need to go through an excessive number of interviews, this article has given me some good pointers and will help with the overthinking part of the interview process. However, if the company is certain that I will no longer be considered, I would much rather be told that despite how defeating that may be.

  27. The beginning of the article reflects the fact that there used to be a time where companies would give “ feedback and constructive criticism” to a candidate however, due to the fear of being called racist, sexist, ageist human resources tend to not tell individuals any kind of feedback. Due to the lack of feedback, this article written by Jack Kelly offers insights into how a potential employer may feel about you. Interviews are never easy and are often nerve wracking. As someone who has been in the working industry for about nine years, these are very accurate. I have only ever had four jobs and each time I went on an interview, it got a little easier as I had an understanding for what kind of questions would be asked. More often than not, most employers like to know how people may cope with stress and how they handle difficult situations. During the interview process, it is also great to have knowledge of the company that you are applying to and what you can add to the company as a person. The more a company reveals to you, the more they like you and vice versa. I have had companies say “It was a pleasure to meet with you. You’ll hear from someone” and I have had companies that “It was a pleasure meeting with you. I will get in touch with you next week regarding paperwork that you will have to fill out” etc. The insight that the author gives is great as these signs can tell you if you are wasting your time or not. Although, I would suggest, if possible to write a quick email thanking them for their time.

  28. The Interviewing process is dreaded by many people. It is stressful, time-consuming, and nerve-racking. When scheduling, you always want to try and please the business, therefore making the time you may not have. Or, driving/walking/biking/train/plane to get there. It can all be a big process that may not even pay off in the short or long run. Interviewers can determine what the interviewee is looking for. An example of this could be a college student looking for a part-time job to gain real-world experience or someone with a degree and a family looking to continue their career and support their family.
    In my opinion, when entering an interview, it is unknown what they are thinking about you. It could be good, bad, or in between and the interviewee would have no clue. Interviewers tend to keep their thoughts to themselves. More often than not, they will never tell you feedback about the interview or any part of the process. Unfortunately, I never was able to experience first hand what it was like to receive feedback from an interview.
    An interview is a crucial part of the business and job world. Practice and patience are key. When applying for jobs it is important to research, ask questions, and practice responses. Even if the job was not for you or given to you, it allows for better performance in the future.
    I understand how frustrating it must be to personally experience receiving an interview and hearing nothing back at all. Typically, they will call and inform you that you did not receive the position, or did not advance to the next round, however, sometimes the company leaves you without any response. I know first hand how aggravating this may be. I have not experienced this, however, I have experienced being qualified for a position in all aspects and not even receiving one interview. This can also be frustrating because they are not even allowing you to show what you have to offer and are capable of.
    Apart from the article by Jack Kelly that I found most interesting and valuable was the statement “Interviewing is a lot like dating. It’s not easy to guess what the other person is thinking”. I think this is extremely important and accurate. This can be positive or negative because it can affect many aspects of the interview and cause hesitation.
    I also think that it can be difficult for an interviewee to turn down or give bad feedback. However, this is not a reason to have stopped giving useful information to others. I send a follow-up email and card to the company for having me and allowing them time to interview with me. When I do this, it is out of respect and I typically look for a response, although, they do not always come. It is concerning to me that employers are not always comfortable with sharing information and giving feedback.

  29. These topics of articles are ones that I find the most interesting, especially since it applies to most of us college students who have been trying to get a job or will end up searching for one. And we can all relate to a situation where we have applied to a job and either only heard back from them once or did not even hear from them at all. After reading the post, I did actually learn a few things as well. I did not know that the company you interviewed with would also give you feedback about the interview after it was over. I think this is so beneficial to anyone who is applying to jobs, or even needs practice when it comes to interviewing. These companies would tell you what you did well, and what you need to work on. I think this could benefit a lot of people and help them know what they need to improve the next time they interview. Now although it is true that you can practice interviewing with a friend or family member, there is nothing like doing the real thing, and only that will give you the best practice and prep. Human resources at companies used to also tell people who were applying things they should say to the boss that would make them connect better on a personal level. They would tell them where they went to school and what sports teams they enjoyed, and this would help the interviewee a lot. The reason this has stopped is because it could end up causing unwanted controversy for the company. The big reason, which I believe is the saddest, is because people have started to want to avoid human interaction and social situations. The age of technology has made it so that people rather go behind a computer and talk rather than interact regularly. Bosses also rather not deny people or tell them what they did wrong. This also supports the idea that our generation has gotten so much softer and sensitive, that a boss for a company does not want to tell people who are being interviewed what they did wrong. I wish it was how it used to be because I believe I would strive in a society where social interaction is encouraged.

  30. This is an interesting article and perspective on why employers don’t get back to a possible employee after interviewing. I have found that most of the companies and employers nowadays might have several interviews and never get back to the people they don’t end up hiring; they simply contact whoever they chose and leave the rest to figure it out with time. I believe this is not done with bad intentions but my personal preference would be to get notified if I didn’t get the job and possibly some feedback on what I might be missing. This can help candidates better themselves and also go back to look for other jobs instead of waiting for a response from that certain one. I think the point that they bring up in the article about employers being reluctant to share feedback for fear of racism, sexism, etc. is a bit odd. Hoping that the employer is making a decision based on merit and experience, they should not be worried about people thinking they are any of those things mentioned. I do think that if it becomes a trend, some people might speak up about it. Essentially, as long as employers hire people because of their qualities and work ethic, they should be able to give some feedback to the other candidates that we’re not hired.

  31. As a college student looking to be a future business professional, I found this article to be incredibly helpful. Interviewing as a college student for internships you are interested in one day working for full time, these first few interviews are incredibly helpful and somewhat lenient in ways the interviewer holds themselves. I have noticed that often times they aim to make the interviewee to feel as comfortable as possible and I completely agree that no one wants to tell anyone they are not being offered the position that they have aimed to attain. In today’s societal climate I understand that receiving constructive criticism can be difficult to deliver, especially to younger professionals. However, I find it equally as important that we learn now before we enter the work force seeking a full time position. In the past, when I have received any type of constructive criticism, I have found it made me a better employee and understand the dynamics of the business a little clearer. Therefore, I believe that while remaining civil is important in the business world, so is being honest and providing feedback in order for the individual to become a better, well-rounded individual.

  32. This article is very interesting. Especially since many of the mannerisms talked about can be applied to how regular people act to others. For example, the article brings up how an interviewer will go to any and all lengths to answer all of your questions if they are interested in hiring you for the position. Hypothetically speaking, if you are talking to a person and they are interested in what you have to say, then they will be intrigued by the conversation and ask you questions and answer yours. If they were not interested, then they would give poor, one word responses, maybe make up an excuse to leave. It is fair to say that it is human nature for when a person does not want to talk to you or hire you, they will indiscreetly hint that they are not interested. As shown in the article, interviewers will have common tells that show they are not interested in hiring you, which is of course warranted if you do not meet their requirements. One thing the article talks about was the old tradition of interviewers talking to the person being interviewed, and how they would be frank with the person applying and give them pointers if they did not do a good job. The article makes it seem like this tradition has died out, and that is upsetting to me. It is upsetting because nowadays people who do not do well in interviews have to learn through what works and what does not. Getting that extra constructive criticism can be very beneficial to young people struggling to get a job because they are bad at interviews. Sure the internet can give you some tips, but something coming from a boss themselves will stick more and ultimately benefit the person.

  33. This is a very important article that I personally believe enlightened my mind and anxiety about interviews. I’ve gone through several interviews and all the quotes that the article mentioned, I have heard before. “It was a pleasure meeting with you. You’ll hear from someone.” and “It was a pleasure meeting with you. Jane Doe from human resources will contact you Monday or Tuesday with the next step and who you’ll meet with.” The times I’ve received the first response, I didn’t get a call back about the job. But the time I received the second response, I had a secondary interview soon after. I used to think either response was a 50/50 chance they would call back or not. Now after reading this article, I see that each response means something different.
    “If an interviewer really likes you, they will go to great lengths to answer any and all questions.” I have also noticed this difference. I have had interviews ask further questions digging deeper about me and ones that just ask the questions as a formality and end the interviewing process. I notice the difference in feeling after both kinds of interviews. The first one, I leave feeling I have explained and expressed myself as much as I could and the other, I would feel I could’ve gotten more information out there to the interviewer. Though, there could be many reasons such as they have already found the right candidate for the position prior to my interview, or they did not see me as a good fit from the start and just wanted to get through the interview quickly. To this day, I still don’t know what I had done wrong for the jobs I didn’t get. As the article mentions, it is true that most companies don’t like to provide criticism. I prefer criticism because I would like to know what I did wrong or right so I am prepared for future interviews which can possibly get me the job next time.

  34. Forbes’s article, which is geared toward all interviewees, interviewing for a potential job, is insightful for many people struggling with this exact situation. Now with people losing their jobs over COVID this article presents itself at a time where people need it most. The article states how companies used to provide feedback to the people being interviewed but has recently stopped providing feedback altogether. Unfortunately, I wish companies still did this, even if they were not going to hire you. It is so important to look back at prior mistakes or make improvements to area of the interview that needs work. Regardless of whether the company is going to hire you, I believe in a declination email there should be a reasons to why they chose not to hire you, not just based on experience written on paper, but interview techniques. The insight this Forbes article provides is crucial to college students especially. I have been interviewed for an internship before and have received some signals whether they wanted me or not. It is not clear to everyone whether a company would want them or not which is why looking for these signs that Forbes describes is so important. Something they mention that I believe that could be taken the wrong way is an ignorance of phone calls or emails. I do not always believe that they do not want you based on if they return your calls. Many people get caught up in their life or job and sometimes forget. If it has been a substantial amount of time, it may be necessary to send another email or make another phone call. I do not like worrying about someone not answering a phone call, text message, or email because sometimes it is an accident. Forbes mentions that sometimes interviewers will not send a rejection email or phone call because they feel uncomfortable. I do not agree with this. Always respect someone else’s time as they could be looking for other jobs instead of waiting on one, they really wanted. There are always other jobs and positions available so one job rejecting you is not going to make a big difference. If the interviewer does not feel comfortable rejecting a candidate than that should not be their job and someone else should fill their position. Although rejecting anyone is difficult, it has to be done for the mere fact that it is a waste of their time waiting for a phone call or email they will never receive, and not everyone gets the hint that they are not wanted. This article is so important for college students or anyone prospectively going to interview for a job and should be shared on multiple social media platforms for lots of people to see.

  35. I don’t know about everyone else, but I personally want to make sure I performed my best in an interview. If I do not hear back from my employer, I will be worried that I did something very wrong or lacked certain skills necessary to perform the job properly. Forbes states in his article that human resource representatives tend to hide behind technology, especially in the time of a pandemic that the world is in. Ironically, with all the job losses and unemployment due to the pandemic, people are job searching even more to make sure they can still support themselves and their families. If they do not hear back from the interview, they will panic and end up in a tough spot financially.
    Forbes lists certain aspects of an interview to look out for to give you a hint as to if you got the job or not. For example, the way the person giving the interview dismisses you. If they refer you to someone or tell you to look out for someone such as a human resources rep, you are in the zone. If they do not give you someone specific, you probably should start looking for another job. Another point is the question aspect. If the interviewer gives you very depth and informational answers, you are doing well. If they are very vague and do not seem to be answering your questions in length, that is not good. These are just some examples that Forbes writes about. If these take place on the bad side in your interview, you may want to spice up your interview skills or just find another source of employment.
    In conclusion, I believe no matter how poorly or how good your interview goes, you should always receive some sort of feedback. I know if I was in a manager position, I would make sure the interviewee got some feedback as to not keep them waiting and wasting their time. You could lead people to believe they are not good enough, when they do not even know what they did or what they could improve on.

  36. Going to an interview, some people are already nervous when approaching an employer for the first time. The circumstances and how the interview is going to go can vary depending on what mood the employer is in. Companies always provide feedback to what they want to see in an employee, and what they want to hear, in the form of constructive criticism. They examine what the employee did right in the interview as well as what they presumably did wrong. But after reading this article, to hear that companies today prefer not to share feedback can somewhat shake up an employee. It could be looked at as “studying” the employer, to make sure you are saying the right things to get a positive response. Learning from this article, little phrases could be a key in trying to read the employer in their decision. Little phrases like: ““It was a pleasure meeting with you. You’ll hear from someone,” is a trigger of a negative response from the employer, meaning they did not like the interview. But hearing something specific like: “It was a pleasure meeting with you. Jane Doe from human resources will contact you Monday or Tuesday with the next step and who you’ll meet with.” is a positive response from the employer, insinuating that you could possibly be back for another interview. Not hearing any job responsibilities and duties can also be a sign of the employer not being interested. Looking out for these can be a good thing if caught early, because a turnaround could possibly happen while in the interview. But, also learning about how some interviewers are just bad interviewers is also a problem. If someone doesn’t ask the right questions, then they will not receive the right answers. A good interviewer is critical because they can see the potential in an employee just from their words, and if the interview isn’t with great questions, then it will be bland and no information on the employee will be obvious. The interviewer can miss out on a potential great candidate, that will outperform their current expectations, but if the interview isn’t conducted right then they will be at a loss. Potentially, hiring the wrong person, creating an inefficient team.

  37. The process of getting interviewed by a company to compete for a job is very stressful. Often, interviewees, including myself, are not confident and feel unsure whether or not the interview was impressive and showing professionalism. When it comes to an interview, I believe it is crucial to show a unique aspect that makes them different from everyone else, which usually creates a good first impression. Being unique, creating easy conversation, and showing confidence are all key factors that an interviewer looks for. Many people are too worried that they are not perfect and do not have all the factors that the company is looking for, but realistically, a company looks for growth and whether or not the interviewee has potential. Also it is very important to leave a message thanking the company or interviewer after the interview, whether one gets the job or not. By thanking the company for an opportunity, the interviewee can get a possible recommendation or good review for their resumes whether it’s on paper or apps such as Linkedin. The last topic that I would like to mention is talking about the aftermath of getting declined from a job. Personally, I have dealt with being declined for jobs and I have taken some very personally. From my experience, I realized that people should not be upset or think that interviewers are mean because they did not receive a job. Instead, interviewees should learn from their mistakes and try to improve in their next interview for the same or different company. In short, interviews are not meant to scare people and ruin their lives. Interviews build character and give many interviewees a sense of the real world. Interviews are meant to show people that jobs are competitive and to be taken very seriously. I believe it is important to realize that interviews should not be as stressful as they are portrayed. Although some people will fall under pressure or feel unsure about their interview, this process should be looked at as a learning process. People should be enthusiastic and show confidence because if they are really applying for a job, then they should be responsible for the possible questions that may be asked.

  38. Prior to current times, companies used to give feedback based on the interview process. While interviewing potential candidates for the job the company takes notes based on the answers that the candidate gave the interviewer. But now based on the way that society works, the companies are too afraid that their feedback will be taken as either “racist, sexist, ageist or some other form of discrimination” (Kelly). This article then continues to discuss what you should look out for when you are leaving the interview. The article talks about how hearing a generic response, with no names given or specific dates that someone will recontact you is a bad sign of how the interview went. The whole way to know if your interview is going ok is to get specific responses. Another way to know if your interview has gone well is when the interviewer is willing to go above and beyond by giving out information about the company and the job that you are interviewing for. The article does mention that if there is a lack of information it might not be 100% your fault but it could deal with who is doing the interview. There will be many times that you have an interviewer give kind remarks saying that they are looking for new roles opening up and want to keep you in mind, but this is not always a good sign due to the fact that means they most likely aren’t going to consider you for this current position. I really like the way that the author compares interviewing with dating. He discussed how it’s not easy and you have to be able to guess the person’s next move. I think that with these new tricks I will also be able to read my interviews better and know how to beat around the bush to make my interview stand out.

  39. As someone who is currently in the process of interviewing for job positions and internships, this article gave me some valuable insight into the other side of the interview process. I am currently waiting to hear back from several companies in regards to summer positions, and I feel so unsure as to whether or not the interviews went smoothly or not. The interview process has been especially unusual for me this year, as many of my interviews consisted of recording myself responding to prompts on each company’s respective virtual platform. The digital format made me feel cold and detached, since I was literally just talking about myself to a screen; I felt discouraged because I felt I could be tossed to the side based on one clip. In my opinion, personal presence does not translate through a screen and digital interviews erase the possibility for constructive criticism completely.

    In the current business climate, it is taboo to receive on-the-spot feedback from interviewers, which makes it extremely difficult to know what went well and what didn’t during the interview. The lack of communication from the interviewer prevents the interviewee from gaining helpful insight on how to improve for next time. In my opinion, hiring managers are doing the interviewee a disservice when they withhold feedback at the end of an interview– these tidbits could make a huge difference on that individual’s next interview. The article presents several reasons to explain why hiring managers resist providing feedback, including concerns of saying something offensive or discriminatory, avoidance through technology, and the common aversion to giving bad news. I have personally experienced a hiring manager avoiding me through technology, specifically by not answering emails– it felt worse to be ignored rather than know what went wrong (or didn’t!) and how I could improve. As for not wanting to sound discriminatory (racist, sexist, ageist), I believe this is not a valid excuse for hiring managers to avoid giving feedback; if the hiring manager gives constructive criticism, there should really be no way to misconstrue it as discrimination. Perhaps hiring managers should be trained in the art of communicating constructive feedback in order to become more effective facilitators.

    Interviews are awkward and uncomfortable for both parties. Essentially, the interviewee must make a case for themselves, while the interviewer must make a judgement on that interviewee with very limited interaction and insight into how they will truly perform in the role. This Forbes article acknowledges that the interviewer has a very hard decision to make, as their credibility relies on the effectiveness of the match of each individual and their role; an individual that turns out to be poor in their role reflects very poorly on the hiring manager, as that is the person who deemed them proper to serve in that position. In this way, I can see why hiring managers may seem more detached and impersonal– they are really trying to determine whether or not an individual is the right fit. Hiring managers simply seek the best fit for the job, which is basically the core of their role in a company; they must make cuts in order to find the individual that best aligns with the position, and to do so they must let a lot of people down (lightly, of course, and in a run-around way as not to hurt feelings). The explanation for the run-around behavior of hiring managers makes it easier for me to rationalize these actions and understand why hiring managers are so elusive.

  40. This article is probably one of the most beneficial to be posted during these rough months dealing with the pandemic. Considering the implications of COVID and the number of jobs lost in the past 6 months, many people will be searching for jobs. Some of these people may not have had to search for a job since they were younger and need a refresher on what cues to look for. Other people are finding jobs to help support their families in these times where income is low, and people are stuck inside. What people do not realize is that job searching is not as clear cut as walking in, interviewing, and leaving. There are many factors that contribute to whether you will get the job or not and whether the interviewer likes you or is just being civil. I think the biggest factor comes down to presentation. How someone presents themselves can change the path in which an interview was going to take. If your resume was impressive, your presentation and mannerisms during the interview can affirm how the interviewer expected you to act. If your resume was sub-par or just average in comparison to others, how you handle yourself in the interview can surprise the interviewer and place you on their radar.

    The tips given in the article were all helpful insights into what an interviewer actually means when they say certain phrases and cliches. I found that the first couple lines of the post to be the most helpful bits of information. Jack Kelly wrote that when an interviewer is more specific and open with the person interviewing, this is a good sign. I have found from personal experience that this is true in my search for a winter job. The interviewer is much more conversational and open to speaking about the actual position and its requirements once you get the job. The better prepared that someone is when going into an interview, the more likely they are to get the job. The interviewee will be able to pick up on different social cues by listening to the interviewer’s wording and figure out if the meeting is going well. I think the best piece of information that Kelly gives is that the interviewer is just as nervous as the person interviewing. To realize that the hiring manager has their job on the line when hiring and that it is tough for anyone to reject someone else is the first step in being more prepared and confident going into an interview. Sometimes, a job is not the right fit and the interviewer needs someone that checks all their boxes. People looking for jobs just need to keep trying and learning how to pick up on different social cues and present themselves as knowledgeable and ready for the position.

  41. Interviewing for a job maybe difficult and stressful, for example you have to know what to do and say and dress appropriately so you can get recognized, and hopefully get the job. Now during a pandemic you’re probably writing things down and having a cheat sheet which would help you, unlike not having it during a regular one in store. You have to really feel out the person interviewing you and make sure he/she is feeling you and asking a lot of questions about what you’re doing in life, any previous jobs, and what you do for a living. those may be the hints to tell you that you are liked and want to be their next new worker. some may not like you depending on how you talk or show respect to others or even how you Dress to get the job and they may not ask you enough questions or they may want to end it quickly. when there isn’t consistent conversation going on that maybe a signal for you to step up your game and maybe you ask questions and get the conversation going and make sure you show them that you want the job. Also having knowledge of the job you are at and knowing the past history of it can give you a boost to get the ob. showing them that you care and are responsible for what you want, you have to show them you are ready to be committed and have that experience. The job and their workers will see your resume and see how educated you may be because sometimes they need the right person for a specific position and hopefully you know what you’re doing or adjust to the task fast. You also have to be on time and show them you’re willing to wake up early and don’t show up late because that’s a bad look already and that can tell them that you won’t show up to work on time and it won’t be going good for you. it also depends on your manager and if he or she is on his good side that day because some of these bosses can be not the nicest people and you don’t really want that, but always shoot for the stars, and you’ll be great.

  42. Interviewing for a job can be stressful for a lot of people. It can be tough for someone to go in front of a random person and talk about themselves. Personally, I have been to four job interviews, and it really can be nerve-racking on the first one. The more interviews a person goes on, the easier it gets to talk about yourself and to other random people. Job interviews can bring up feelings of anxiety and stress, which can be difficult to overcome. After an interview is over, it can be hard to read the interviewer and whether you have a good chance of being hired by the company or not. I think practicing is one of the best things to do when it comes to something like a job interview.
    This article is great for someone to understand what their interview means if they never been on a job interview or has a very limited experience with interviews. The personal phrases example in the article is a very good sign the interview has gone well and the company is interested. If the interviewer takes the time to answer your questions about the position you are entailing about, it is also a good sign. Knowing what questions to ask the interviewer is just as important as having a decent knowledge of how the interview went to know if you need to keep looking for another job or not. In the first interview I ever went on, the woman did not seem interested in me at all, and it showed because I never got a callback. I think this article hits the nail on the head when giving tips to an interviewee.

  43. This article is helpful in the sense that it provides clarity on things that you wouldn’t notice while being interviewed. Little things that interviewers say can indicate whether an interview went well, or if you should focus on another company. For example, earlier in the article it says that if an interviewer says something along the lines of “It was a pleasure meeting with you. You’ll hear from someone.” The sense that there were no specifics as to when you would be contacted is a red flag. Companies will do this when they want to show that they are not interested in hiring you because if the interview went well there would be more positivity in what they say to interviewees. This article is a must-read in order to know what the red flags are during or after an interview.

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