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#JobSearch : Why Recruiters Won’t Give You Feedback After Interviewing. How to Get Feedback. MUst REad!

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Much has been written about the parlous state of the post-pandemic job market, with (righteous) anger being directed at recruiters who are ghosting candidates in the middle of interview loops. The unfortunate truth is that recruiting teams were disproportionally impacted by the pandemic, and post-pandemic, layoff cycles. Meta alone went from having more than 9,000 recruiters to fewer than 1,000, and while that’s an extreme example, it’s a barometer of the profession as a whole. There are far fewer recruiters currently in-seat, and those that are gainfully employed are drowning.

The current discourse around candidate experience (or lack thereof) points to an uncomfortable underlying truth. Even at the best of times with fully staffed, and highly trained, recruiting teams, in the majority of cases (in the U.S. at least) you can expect an outcome from your interview loops, but not much more than that. That’s because in risk-averse corporate America, we’re not allowed to give you substantive feedback.

The net result of this risk-aversion are generic boilerplate feedback statements: “there were other candidates that more closely matched our requirements” that recruiters are required to deliver ad nauseam. I recognize that these are almost as infuriating to receive as they are for the recruiter to have to deliver.

Although it is disappointing not to receive actionable feedback after an interview loop, it’s better for your sanity to assume you’re not going to get any, and then be pleasantly surprised if you do. It is even better to accept that whether you receive any feedback or not, it doesn’t really make any difference.

Our Friends In Compliance and Legal

Broadly speaking, most Fortune 500 recruiting teams have strict guidelines around what they can and cannot share with external candidates. Depending on the level of risk-aversion at the company, that embargo can also apply to internal candidates (yes, even employees). Put bluntly these policies originate with compliance and/or legal teams that decide there is too much risk involved, and that the trade-off for a better candidate experience is not worth the risk it poses. So although recruiters often want to give you feedback, there are usually strict guardrails in place preventing them from doing so.

 

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What Skill Sets Do You Have to be ‘Sharpened‘?

 

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Context Is Everything

Even if recruiters (or hiring managers) were able to give feedback, the only thing they’d be giving feedback on is their assessment of your fit for a specific position, at a specific company, at a specific point in time, amongst a particular competitive set. Put another way, if a hiring manager at Alpha Company decides you’re not right for a Product Manager vacancy, it doesn’t mean that a hiring manager at Beta company will come to the same conclusion.

It is also perfectly possible to go through the same interview process, at the same company, multiple times and get different outcomes. That’s because even when companies control for subjectivity and have well-structured processes, the competitive set you’re up against is the variable factor. There are countless case studies on LinkedIn and Reddit of folks getting hired into their “dream” company on their fourth or fifth attempt.

At worst interviews are unstructured and highly subjective, and at their best they’re anchored to performance norms (competencies) that are specific to an organization. Passing an interview at AppleAAPL -0.3% does not mean you’ll automatically pass an interview at GoogleGOOG +0.5%.

High-quality feedback is critically important to career development, but that is not the same thing as getting feedback from an interview loop. The person interviewing you will be spending an average of 45 minutes with you, and even if the company uses robust interviewing tools, the interviewer may not have been trained on how to use them. All of this to say they are not in a position to provide you with anything substantive or actionable, no matter how much you might want them to.

How Can I Get Good Feedback?

Considering the source is crucial: Has the person giving you feedback spent sufficient time observing your work to be able to offer an objective assessment? Equally important, does the person giving you feedback consistently demonstrate the types of leadership traits you want to emulate? If they’re not the type of leader you’d like to be, there’s no need to internalize anything they offer up.

Lastly, don’t overlook the fact that actionable feedback can come from anyone that works closely with you, including peers and subordinates. Feedback from someone senior to you in the organization doesn’t make it any more valuable in the long term.

The surest way to get feedback is of course simply to ask for it, just remember to manage your expectations around who is in a position to comply with your request.

 

Forbes.com | December 13, 2023 | James Hudson

Your #Career : #Recruiters Look At This More Than Your #LinkedIn …Here’s what they are looking for when they scroll through your #Instagram and #Facebook accounts.

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When it comes to getting your online profiles ready for a job search, you probably focus your attention on LinkedIn. However, a study by the job search website Simply Hired found that hiring managers are more likely to check your Instagram account.

Just 29% of hiring managers look at an applicant’s LinkedIn profile, while 38% search for social media accounts, the study reports. And there’s an important reason why, says Carly Johnson, project manager at Simply Hired: “LinkedIn is a great platform, but if you have someone’s resume, you’re probably not going to find much else about them; it’s pretty replicated.”

Johnson says recruiters often go to Instagram and Facebook to determine the kind of person the candidate is beyond their resume. “Instagram and Facebook show a living, breathing person,” she says. “It’s great to have a second level of information.”

Social media platforms offer a wealth of information about candidates.

CULTURE FIT

Posts and comments on social media platforms provide insights to a person’s beliefs, and they can reveal potential red flags, says Johnson. “You want to make sure candidates aren’t rude or offensive toward people,” she says. “Also, do their personal opinions fit with your culture?”

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What Skill Sets do You have to be ‘Sharpened’ ?

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Victoria Whiting, internship director at the marketing firm Agency H5, looks for characteristics on candidates’ profiles that fit with the agency’s five core values: kindness, smarts, integrity, passion, and hustle, she says. “It can be difficult to assess these values in an interview, as a candidate can come across as kind and passionate during an initial conversation, but later demonstrate the exact opposite,” she says. “I use social conversations and profiles to evaluate how this person would stack up.”

HOBBIES AND INTERESTS

Pictures reveal hobbies and interests, allowing you to get a bigger picture of a person, says Johnson. “Hobbies show that a person is well rounded,” she says. “You don’t want someone who is all about work and a robot.”

Twitter is a great place to showcase what interests you professionally, adds Whiting. “When evaluating a candidate, I check for a Twitter profile to see what types of articles are shared, where he or she gets news, what content is of value to the candidate, and how he or she engages with other people,” she says.

INDUSTRY FIT

If your job has a marketing aspect, employers might want to see how you brand yourself through social media. Whiting looks to see if candidates have a basic understanding of how platforms work. “We create Facebook content and paid ads for many of our clients, so it’s important that this channel is not overlooked,” she says.

When it comes to Instagram, profiles with well-curated content stand out, says Whiting. “Instagram is a great place to showcase your eye for cohesive imagery, brand development, engaging content, and clever copywriting,” she says.

THE LEGALITIES OF LOOKING

While there is no law against looking at a candidate’s public social media sites, it could pose a potential risk because you might learn protected characteristics such as a person’s age or national origin, says David Weisenfeld, legal editor for XpertHR, an HR services provider. “If the applicant somehow becomes aware that the employer accessed this information via social media and is subsequently passed over for the job, this knowledge could boomerang against the employer and potentially lead to a discrimination claim,” he says. “Even meritless claims could cost the employer time, money, and resources to defend, so this risk should not be discounted.”

Loni Freeman, vice president of human resources at the public relations agency SSPR, checks the LinkedIn profile of every candidate she interviews, and stops there. “Since I know this person is actively seeking a position with our company, I’m interested in learning how they are maximizing their professional candidacy,” she says. “I do see value in understanding the public personality of an individual; however, once you learn information about someone, particularly protected hiring information, you can’t unlearn it. It’s a slippery slope for a recruiter, and using personal information to make a professional hiring decision is risky.”

While not all recruiters look at social media, Johnson said Simply Hired’s study found that the number is higher than they originally thought. She offers this advice for job seekers: “If you have a public account, you’re better safe than sorry,” she says. “Make sure you’re comfortable with anyone seeing what you’re posting, from a friend to a future employer.”

FastCompany.com | April 20, 2018 | BY STEPHANIE VOZZA 3 MINUTE READ