i have observed most of the interviewers ask if we have any question related to the team or position or the company at the end of the interview. if the interviewer has already rejected the candidate in his mind, why he even wastes his and the candidate’s time. the innocent candidate tries to find a good question and shows interest in the team/ company. what would i do knowing about a team / position/ company which cant join due to the rejection
@OP, I completely agree, why do interviewers even bother with that. They should just say "We'll get back to you, you will hear from the recruiter etc." and hang up.
There are several reasons: 1. You shouldn’t tell candidate whether you incline or reject. Asking for questions only passed candidate will uncover tour decision. 2. You don’t know whether a candidate passed because there are other interviewers, so the candidate can pass even if you reject. 3. You provide information and advices that can be useful in general (if candidate asks right questions).
I interview many people. Giving the candidate a chance to ask is also part of interview. I can assess 1) How much research they have done by the quality of their questions 2) their interest level in the position.
If these points affect your interview decision, that's bullshit.
#2 is relevant. I prefer to hire someone who is genuinely excited to work for us she possible rather than someone who is indifferent. #1 I agree is not very important
I always ask that, to end the discussion in positive note. Interviewer would be driving the discussion throughout. It won't be nice to tell candidate that they can wait for the result and we are done.
They really should just put you in a room with a laptop and have you take a private contest instead. No time wasted communicating with a person, and you'll know if you got hire or no hire because instead of a live leaderboard, it'll show you past performances of candidates along with their hiring decisions. And if it's an offer, you receive an immediate offer letter with compensation already calculated based on your performance instead of playing stupid games with recruiters over the phone.
Someday AI will be able to handle most coding tasks. Until then, how candidates interact with other people will be a very important factor in making wise hiring decisions. Skill and knowledge are important too, but only part of the equation (plus everyone has an off or great day sometimes so a single test isn’t 100% reliable)
No hiring team that takes the decisions seriously makes a decision during the interview unless the candidate is an EXTREMELY good or poor fit. Also even once the decision is made, whether an offer is actually tendered can depend on factors outside of the control of the interview team. The interview and part is also an opportunity for the applicant to check out the company. It is important for the candidate to try and judge their impression of fit with the team and the company . In the event of a hiring decision decline or candidate refusal of an offer, the candidate may wish to reapply in the future someday, and it is important for the interviewing team to give the applicant as frank an understanding as possible about the company. How excited the employee is about working at the company comes out well before that end phase of the interview . That is not its purpose.
I am questions to the candidates even when they are a clear reject is to ensure they feel more comfortable and have a good experience with the interview. The candidate may not vote fit for the current role but the same candidate can make wonders in a different role or team!
For legal reasons, you treat all interviewees the same. If you ask the good candidates the question, you ask the unfit candidates the question. For brand, you sell all candidates on the company so they will speak positively to their peers. Would you prefer the interviewer to end the meeting after 15 minutes?
I would prefer talking for even 5 mins if i sense i am not going to be hired. I can focus on other companies
Hiring decision is not a decision of one person, it is a consensus of the panel and sometimes there can be more no hire votes and the candidate would still be hired and even succeed at work. Don't focus on why you may be rejected, focus on how to give them more reasons to hire you. Show passion, knowledge, interest, empathy, courtesy, the list can go on and on.
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What if you want the candidate? You let them ask more questions so you can sell them on the idea of the role.
Yes but i am talking about the case where they reject the candidate
Interviewers often don’t know whether they will reject or accept a candidate at the end of the interview. Sometimes they need time to weigh the pluses and minuses. Sometimes they want to double check something.