Feedback After Interviews

cherryblossomzel

Realised I hadn't actually said anything re the OP:

I over-prepare for interviews, I spend days thinking of potential questions and working out answers (a bit of rehearsing, but not too much becuase you don't want to sound robotic). It's like rehearsing for an exam with me. On one occasion where I only had about half a day's notice for an interview, I performed dreadfully and (obviously) didn't get the position. I will never try and wing it.

rover2000

Thanks for all the replies.
The feedback was firstly about a team exercise. I was told I should have been leading the team and dominating it. They also said I didn't talk enough. In the preparation phone call I was told to let other people have their say!!

Secondly there was a role playing exercise. I agreed with most of their comments on that. I didn't prepare enough due to nerves. I did make eye contact and they said I didn't. Also, I was expected to have a more personal relationship with the customer.

The third part was a face to face interview where I apparently didn't make enough of more personal relationships with customers. When asked I said I have many returning customers that only deal with me and know me by name. I gave two examples.

They gave me some very contradictory feedback.
I was smartly dressed in a black trouser suit, pink blouse and polished boots.
I arrived early.

wapow

Little_Vics wrote: »

I have no idea if this will help or not, but when I recruit I already know by interview stage that the person will be able to do the job by their application form. What I'm looking for is someone who will fit with the team - and I would hate people to pretend to be someone they are not to give that impression to me.

If you are confident, happy, friendly, then you are most of the way there. You just need to get yourself to that point by researching the job and company (don't forget to check out twitter!), and ensuring you're prepared enough to relax.

Hope that makes sense and helps a little.

I have to mention that some of what you say is not helpful at all and is a very narrow minded way of looking at things.

Firstly, what are you looking for on the application form? What is your criteria for recruiting someone based off their application form alone?

Secondly, you state that someone should be confident, friendly and happy. Grifters are confident and happy and friendly. So in essense youre giving up roles to fraudsters? That's just an example but have you ever considered looking beyond that?

Some people are very happy, confident and friendly. But sometimes this doesn't translate well into an interview. Mindset changes and they are tripping over their words and struggle or end up going blank. This doesn't mean they are not capable of doing the job or fitting in with the team does it? How could it? There are many factors involved that's why Im not a fan of recruiters not am I a fan of people who look for what is obvious but cannot think deep enough to see what is really going on.

wapow

rover2000 wrote: »

The third part was a face to face interview where I apparently didn't make enough of more personal relationships with customers. When asked I said I have many returning customers that only deal with me and know me by name. I gave two examples.

They gave me some very contradictory feedback.
I was smartly dressed in a black trouser suit, pink blouse and polished boots.
I arrived early.

Could you expand a little on the answer you gave for the third part? If you can remember!

Also if you can add what was their question specifically on this?


Thanks

redcard

I find eating a Mars Bar 30 minutes before an interview gives me a confidence boost that I can only usually get from illegal substances.

Little_Vics

wapow wrote: »

I have to mention that some of what you say is not helpful at all and is a very narrow minded way of looking at things.

Firstly, what are you looking for on the application form? What is your criteria for recruiting someone based off their application form alone?

Secondly, you state that someone should be confident, friendly and happy. Grifters are confident and happy and friendly. So in essense youre giving up roles to fraudsters? That's just an example but have you ever considered looking beyond that?

Some people are very happy, confident and friendly. But sometimes this doesn't translate well into an interview. Mindset changes and they are tripping over their words and struggle or end up going blank. This doesn't mean they are not capable of doing the job or fitting in with the team does it? How could it? There are many factors involved that's why Im not a fan of recruiters not am I a fan of people who look for what is obvious but cannot think deep enough to see what is really going on.

I'm not a recruiter. I am a manager, and involved in recruiting for my organisation. I'm also a youth worker, foster mum and mentor to girls with eating disorders, so I find your criticism that I can't think deeply enough to see what's going on a little odd.

Our recruitment procedure is very transparent. We have a set of essential criteria which is sent with the application form - this is standard practice. Two people then independently score each form against each criteria out of 10. The scores for each candidate are added up individually, and the top scoring few are interviewed. This way we know they are capable of fulfilling the role before we meet them.

When we interview, we have the same process but with 3 people on the panel. We average out the scores, and the highest scoring candidate is offered the job. Some of the questions are hard to quantify and opinions vary, but we talk it out amongst the panel to come to a decision. Again, this is standard practice - at least, it has been in the various roles I've had in my career within the charity sector.

I don't quite know what you mean about giving jobs to fraudsters.

rover2000

OK the third part I described a customer that always asks if we have any sale items.I know his first name. He always comes to my till and buys them from me, then we have a general chat. He asks me technical stuff too because he says if I don't know the answer I can be bothered to find someone who does. He spends a lot of money and always seeks me out.
The second answer to that was to describe another customer. I said I have lots of returning customer s who seek me out. I also said I treat everyone well so they come back but I remember personal details of the returnees. For example how's your daughter doing at university Mr. Smith.

wapow

I endeavour to create rapport with as many customers as I can and find myself building a close relationship with a large number of individuals. My rapport building skills are in constant check as everybody is different and this helps me understand how to approach and engage potential customers on a personal basis. I use this knowledge to create trust amongst my customers and use this to create opportunities for the business by recommending products and services and generating sales.


As a second example you could add the following to show how you handle problems to resolution.


I take ownership of their problems and I show them I am willing to take on their problems as my own by bringing them to resolution. I take joy that they feel re-assured in my abilities and they put their trust and confidence in me. I can then use this to create opportunities for the business by turning sales for the benefit of them and the business as a whole. They take my recommendations seriously and this I feel is how a personal relationship should be with a potential client.

wapow

Do you think the above could apply to you and how do you feel about the answer truthfully if you were to hear that? Do you see how maybe the company were looking to see how your relationships could benefit a business?

wapow

Little_Vics wrote: »

I'm not a recruiter. I am a manager, and involved in recruiting for my organisation. I'm also a youth worker, foster mum and mentor to girls with eating disorders, so I find your criticism that I can't think deeply enough to see what's going on a little odd.

Our recruitment procedure is very transparent. We have a set of essential criteria which is sent with the application form - this is standard practice. Two people then independently score each form against each criteria out of 10. The scores for each candidate are added up individually, and the top scoring few are interviewed. This way we know they are capable of fulfilling the role before we meet them.

When we interview, we have the same process but with 3 people on the panel. We average out the scores, and the highest scoring candidate is offered the job. Some of the questions are hard to quantify and opinions vary, but we talk it out amongst the panel to come to a decision. Again, this is standard practice - at least, it has been in the various roles I've had in my career within the charity sector.

I don't quite know what you mean about giving jobs to fraudsters.

What you have done in your second post is describe the motions you would take as a representative of a company. You follow procedure as in the book etc etc.

Your first post is what you describe as the motions that go through your head.

These two things are very different as in the second post you sound professional but in the first post it is personal. This is the difference im pointing out and you've also done a fair job about not commenting on what is most disconcerting which is that you look for someone overly obvious in their confidence and are friendly and happy in the interview.

How do you deal with someone who is struggling with their confidence in the interview? What motions go through your head?

From your first post you made it sound like you would not consider this type of individual for a job because they do not meet your criteria of the obvious - confidence.