I recently got a great e-mail from a bright, talented, well-qualified job seeker who shared some of his oh-so-honest thoughts and feelings based on four long months of looking for a job. And let me tell you…he’s NOT a happy camper. He’s had it beyond up-to-here with employers, interviewers and the entire hiring / job interview process!
He feels frustrated, angry and fed up with the way he sees job candidates – including himself – being treated during the hiring process by employers or employer representatives. And I know he’s not the only one out there feeling this anger!
Why are job seekers so angry at interviewers & interviews?
I have a feeling each and every one of you has at least one answer to that question – and no doubt the list of answers would go on and on page after page after page! It’s unbelievably hard to have almost no control over something so critically important to our lives – something that can affect our entire future – as well as such basic stuff as paying rent and eating.
Matthew, the reader who wrote me, has been lucky since he’s actually getting interviews. (I think category one for our Anger List would have to be all the folks who never even get in the door to show how talented they are!) But Matthew does get interviews – and it’s not that he screws up or blows his interviews…instead, it’s the interviewers who are driving him nuts.
Here to start off our Anger List are some of his “I wish they would just listen to me and change their wicked ways” points for employers (with a bit of editing from me). I think you’ll get a kick out of his sense of humor and perspective – but remember, when he wrote this…well…grrrrr!
1. Our Time is Just as Valuable as Yours
“I finally landed a decent interview with a state employer who seemed eager to interview me. I arrived at the site 10 minutes early, and was ushered back into the “waiting room” to be left in peace to compose myself. I had a lot of composure time. Forty five minutes, to be exact.
I waited. And waited. Employers: don’t think that sending a harried staff member into what I now was calling the “Holding Pen” to note that “we need X here to interview you, and she is dealing with a crisis right now” is good enough. At least offer me a damn cup of coffee! Or better yet, use this as an opportunity to show me an interesting facet of the work. I don’t mind. If crisis intervention is part of the job, seeing some action along those lines would be more stimulating than figuring out how much of the peeling paint in the “Holding Pen” I would have to eat before I keeled over from lead poisoning and got some attention.
LESSON: We show up on time ready to roll. Is it too much to ask that you do the same?”
2. Please Don’t Bait and Switch
“Despite my urge to eat paint chips and claw out the eyes of the next person who approached me with any words other than “We’re ready now”, I made it through the interview. Two very similar jobs were posted, one with a lower salary that did not require a Master’s degree (which I have), and one which did. The job description I was handed was for the Master’s level position. I reiterated this during the interview, and yes, I was told I was interviewing for the latter position. We all smiled and went our separate ways.
Two days later I was offered a job – at the bottom of the pay scale for the non-Master’s position. I questioned the HR person, and she insisted that there was just ONE position, and the salary ranged over a $14,000 span. Hey nice lady…I have both job postings in front of me! $8,000.00 less than my last position, for doing much the same duties, and relocating 700 miles. FYI: I attempted to negotiate, but the offer was firm, and I ended up declining the offer.
LESSON: Employers, please don’t assume that potential workers will “take anything” to be employed. We can read, and know full well when you are going beyond “thrifty” and “reasonable”, and are marching stubbornly into “cheap” and “insulting”. STICK TO THE JOB DESCRIPTION AND ADVERTISED SALARY RANGE. AND PLEASE DON’T TRY TO BAIT AND SWITCH.
BONUS LESSON: I drove three hours to give a drug urine sample. If I have to pee in a cup for you, then I’d like to have a bit more respect and honesty.”
3. Do Keep a Scheduled Promise to Call
“We job seekers get very, VERY excited when we hear from you. But that excitement can quickly go sour if there is any unexplained broken “promise”. For example…
I scored a phone interview, and boy, was I excited. I was by the phone, ready to knock ‘em dead long distance. Cue crickets, chirping loudly in the silence that was not broken by the phone ringing. I waited two hours past the appointed time, and even sent a tactful email inquiring if I had “misunderstood” the date or time. (Hell no, I had it burned into my brain). No reply.
The next morning there was an email from the potential employer apologizing and wanting another interview that day. I promptly replied, thanked her, and gave her a four hour window of time when I was available during the day. Again, no reply…but I waited by the phone for, well… five hours. Another round of emails, and this time she was not so nice: “I will be out of the office for three days, and will contact you next week.” I ended the torture via e-mail by declining to be interviewed by them after all. If this is how they handle their business, then it’s not the place for me.
LESSON: Schedules were created for a reason, and the employer made the appointment. As job seekers, we know you HR folk are busy people. But here’s the scoop: SO ARE WE. You would be pissed as hell if you had arranged your day around a vital phone call that never came. Please show us you respect us as you expect us to respect you.”
4. Don’t Air Your Dirty Laundry
“A certain well known human services agency was fairly persistent in wanting me to interview with them. I was called by one person, and told to call another person to set up an interview. I did so, and immediately was asked why I was calling her. I explained why, and gave the name of the referrer.
Well, I don’t care if you got yourselves a little feud going on, but don’t drag me into it, sister girl. She was fairly indignant that this other person had handled this the way he had, as she did not seem to know that she was the ultimate contact person for job seekers. Did I need to hear all this?
LESSON: The title of this section says it all.”
5. Have Some Idea of Who We Are and What We Applied For!
“Nothing, and I mean nothing, is more demeaning or frustrating than speaking with a representative of your organization who has no idea who we are. You contacted ME!! I fully expect that it might take a minute, but for god sakes, DON’T LET ON YOU DON’T EVEN KNOW WHO WE ARE OR ANYTHING ABOUT OUR QUALIFICATIONS.
Upon returning a call from a potential employer, it was obvious she had no clue as to who I was. She said my name “sounded familiar”- oh…there I was…in her “pile”. (Thanks but no thanks.) She then proceeded to do an impromptu interview over the phone. OK. I started getting excited. We were back in my comfort zone, so I fired off bright answers to her questions. The questions began to stray from the job description I had and then asked for my “RN license number”.
Excuse me? I told her that might be a bit difficult, since I’m not a registered nurse; I’m a social worker. Her response? “Social worker? Oh, I didn’t know we were hiring for those. We may have a few positions, oh no, they’re filled. I guess we have nothing for you at the moment?”
Lady, you answered your own question. I applied for the SOCIAL WORK JOB YOUR COMPANY ADVERTISED. If you are only hiring RNs right now, I’ll just go spend another four-to-six years and get THAT degree.
LESSON: It’s OK to ask our names, and what position we applied for. It’s even better if you take a moment, put us on hold, and find us in your “pile”. Just scan the resume and job application if you need a refresher. But DON’T TRY AND STUMBLE YOUR WAY THROUGH. It only makes you and your organization look bad.”
I hadn’t intended to publish this much of Matthew’s e-mail, but it’s just so good. I think his words are something every employer should read. And I know it’s something a lot of you can relate to!
FINAL NOTE: On the other hand, it’s a buyer’s market and basically a job seeker has to brace himself or herself for unexpected emergencies – or even sheer incompetence – on the employer end. I’ve been on the other side as a phone screener, resume screener and interviewer, and although I really did try my best to consider the candidate’s needs, I’m sure there were times when candidates were not feeling the love.
I know the system is imperfect, but when I’m on the job seeker side, my attitude is I’m here for me and I’m not going to let their stuff keep me from getting what I need and want.
Then again, if it’s Bozo City over there, forewarned is forearmed! 
What are your thoughts? Do you have any job interview stories to add to the list? We’d love to hear them!
Some Work Coach Cafe interview posts:
Dealing with Interview Stress
I Got the Post-Interview Temporary OCD Blues
12 Ways to Stay Sane After a Job Interview
What the Heck Goes On Behind the Scenes After a Job Interview?
Ideas for Handling Job Interview Questions and Answers
What’s Your Greatest Strength?
What’s Your Greatest Weakness?
Where Do You See Yourself Five Years from Now?
Handling Some Tough Interview Questions
Explaining Why You Left the Last Job So Soon
How Do I Interview After Being Fired?
How Do I Explain Dropping Out of Law School?
Job Interview Tips
15 Things I Look for When I Interview People
18 Practical Tips to Help You Ace That Job Interview
The Single Most Important Thing in Any Job Interview
Please Help Me Ace My Phone Interview!
Help! I Get Nervous When I Interview for a Job
Not by a long shot. Having gone thru this very trying period, I learned to look towards any and all support I could find. It will be a bit before I am on board with them, as I have to do a fingerprint check, physical, and credential check. So I am looking at about four weeks from now. And this is in a different state, far from where I am at now. So the logistics alone are mind-boggling. As I am sure all of you are experiencing, money has been non-existent for the past three of four months (another dismal HR policy- not letting employees cash out unused vacation time upon separation. I had over 150 hours that was simply erased. Good for business, bad for public relations). But right now, I will just relax and let the good thoughts flow through.
I like coming to the WorkCoachCafe, and will continue to do so as long as I am breathing! Everyone here has been helpful, and has a story to tell that might help others. And that is what it is all about.
Hmmm… maybe I should write about when the process GOES RIGHT, and what to look for when you find quality…
Thanks for the good wishes.
Matthew
Matthew, perhaps you should speak with an employment attorney regarding your former employer’s policy of “not letting employees cash out unused vacation time upon separation.” Doesn’t sound legal.
Just a thought.
Well, DW- I did a little research online, and found that only 24 states are required to include accrued vacation pay (i.e. unused time) in an employees final check. Mine is not one of them. I also found that any employer in any state can withhold this pay if the employee signs an agreement agreeing to this. Who would sign such a thing, you say? Most of us, when we sign that nifty little bit of paper that says we “received and agree to abide by the Employee Handbook.” This effectively covers the employer from paying out, if it is a stated policy in the handbook. The last state I worked in full time (NY) always paid out upon separation. But about 10 years ago, an increasing number of places began to put a “cap” on the number of hours owed (usually up to 200).
Another interesting note: There is no federal law that requires ANY employer in the US to give any vacation time at all! But most would go out of business if they did this. Turns out vacation “payouts” (and vacation itself) is a privilege, and not a right.
Best,
Matthew
And as for my current state: unless you actually worked and did not get paid, you have no other legal grounds to complain or go to the state for assistance ( the following is from www. workplacefairness.org):
“You cannot file a wage/hour or labor standards claim in Alabama unless you have worked and not received your pay. Alabama does not enforce any wage and hour laws other than the state law pertaining to the payment of wages.”
Time to move outta here…
Best,
Matthew
Ronnie Ann, after interviewing with a company 13 times, I would second #1 in this article. I would add if a candidate says to recruiting that they have another job offer, to take the higher road and say, “We like you but we know you have bills to pay. So take that job and we’ll figure out how to continue interviewing you around your work hours.” This kindness wasn’t paid to me, and it would’ve gone a long way. It would’ve been more appropriate than leading me on, not giving me the job, and costing me a job that would’ve started to pay my bills.
I will keep my promise to the company that interviewed me 13 times that I will not discuss the part of their interviewing process that really got to me. But I want to remind employers that there are true feelings behind every job seeker. Don’t provoke them. For instance, if a guy is black, don’t ask him how he plans to network within your predominately white organization. You laugh, but many companies are this ignorant. Strive to not be ignorant and to remember who your audience is. Fact is if they are in the job market, they may be 1.)discriminated against, 2.)in a not so good financial situation, 3.)you fill in the blanks…
http://smbonselling.blogspot.com/2009/12/interviewing-for-sales-managers.html
Many recruiters don’t understand that the employment contract actually starts way before the offer. And it really is like dating – you wouldn’t consider marrying the person who treats you badly at the first and second date – there wouldn’t be a third…
So starting that employment contract with good manners at the start tells the candidate that maybe they’ll get some respect from at least part of the organization as an employee.
I do find so many “first responders” are just too clueless to think about these issues and their larger/longer implications for the “marriage” that happens when a company hires someone.
A friend forwarded me this post. This is my first time visiting this blog and promise it won’t be my last. I’ve been working for over 25 years and have been out of work for the last year. I have NEVER seen such rudeness and lack of consideration in all my life as I have seen in the last 12 mos. Here’s just 2 especially bad examples:
I had 13 interviews over the course of 3 mos. During that time several interviews were cancelled/scheduled at 7PM at night for an 8AM meeting the next day. Towards the end I made a light-hearted comment about interviewing 13 times and a few folks laughed and said “is that all – I interviewed for 6 mos for my job” – Really? Was that suppossed to make me feel better? I was told I was the favorite of 2 final candidates and I would here back shortly. Even though this job had come through a recruiter, the company HR person always contacted me directly. In the end they notified the recruiter that they decided to take the position in a different direction.
#2 Bad experience
Had a great screener phone call with the corporate HR person. She has me do 2 online assessment tests over the weekend because they want “to get me into the CEO asap”. The position reported to the CEO. An interview is scheduled for the following Tuesday. I am advised to ask for the office HR person when I get there. I drove over 2 hours to get there, HR lady says she has “a few things to do” and asks me to wait on a couch in the middle of their call center. I am then brought back to HR lady’s office where she asks me if I have a copy of my resume for her? Ofcourse I do and hand it to her. She waves her hand over my resume and says “tell me about yourself”. The entire meeting lasts 20 mins, she asks me no questions about my experience and I am escorted out a back door, never seeing the CEO. The next day I get an automatic HR email and in the subject line it says “Declined” – DECLINED, what am I? Several people encouraged me to contact the CEO or the corporate HR person directly but I was SOOO disgusted by the experience I knew the company wasn’t right for me.
Does anyone think there’s some age discrimination going on also? Or is everyone treated equally rude? Just continues to reinforce the type of Leader I will be in my next job and what behavior I will not tolerate in my employees.
I tell anyone who will listen – “HR folks – most employees that you interview are your own potential customers, or at very least brand advocates/detractors. Treat them as you would a potential customer.”
I’ve never heard of anyone receiving an email after an interview stating, “Declined”. Wow, that’s a new one for me.
IMHO, I don’t think their rudeness pertains to age discrimination; only unprofessional behavior on the HR employees representing the company.
I would not contact the CEO or corporate. You may come across as a disgruntled job applicant who did not receive the position, and want to complain about it. Not worth the time or effort. Eventually, the people you’ve encountered will eventually “reveal” their rudeness and unprofessionalism.
Seems like you don’t have problems securing interview, so, I suggest you move on to the next one.
Hi Laurie-
“Declined”? “DECLINED”???
Now I agree with DW- I have never seen that before. That is the epitome of rudeness and thoughtlessness. The whole process for your second example sounds horrible. I am sorry you had to go through that. But I am glad to see that you now know how you WON’T behave when you are on the other side of the fence.
Now I totally get that people are busy, want a ‘snapshot’ of you, and may very well act more on their “gut feelings” than on a professional level- and sometimes that is not a terrible thing (see Ronnie Ann’s post re: handwriting as an example.) But in your case, I think the company did several things very wrong, right from the start:
1. Acting “overly excited” and saying they were going to “rush” you “right in” to the CEO. It sounds like this was mentioned to the HR person, and she probably had a fit. So whoever you first spoke to set you up for disaster. I can hear the HR persons thoughts: “Who are they to bypass me and rush anybody in? I wonder if the applicant pushed for this? She goes thru ME- and I’ll put her in her place.”
2. She acted on her anger, rather than giving you a fair shake. You had nothing to do with the issue. Not even making up a reasonable excuse for starting late: This is all so beneath her that she makes it clear the interview comes after “things she has to do”.
3.) She made her point very clear by ushering you out the BACK DOOR.
4.) Put a nasty period on it by making sure you felt bad by the subject heading in the email.
This sounds like a toxic workplace. And you know the kicker? I bet she never even addressed her anger with the person it needed to be directed at. She took it all out on you.
I don’t feel sorry for this person, but rather for those she needs to work with. In my short time job searching, I have seen several examples of office infighting that have threatened to spill over into the hiring process (but not nearly as vicious as your example).
So now that we are clear that you did nothing wrong, know that if you had gotten this job, you most likely would have been targeted in some fashion, and probably not too happy there.
Again, the stuff I hear just makes me cringe. And I thought I was the only one…
Best,
Matthew
I love the blogging community. So much good stuff…all I need to do is stay silent!
Thanks everyone for the great discussion. “Declined”? Oh Laurie…this is so unnecessarily cold I can’t even wrap my brain around it. Aaargh! And don’t even get me started on HR departments that rely on assessment tests to do their screening!
As for Matthe…who of course inspired this post…all the best in your new adventure! Please stay in touch. And just between us – shhhhh! – I may wind up being on the same coast later this year. More when I know.
Happy new year to all. Here’s to a fabulous 2010!
~ Ronnie Ann
Thanks, Ronnie Ann. I am off on the final “vetting” leg of the trip TODAY. Will be on the “other coast” all this week. That is, provided that my airline flies today (and a sarcastic “thanks” to the person who walked the wrong way thru security at Newark airport).
I will check on things when I get back. And I won’t tell a soul about your possible journey. LOL
Matthew
I find that I am getting responses to my resume, but find it hard to get past the phone interview stage. It seems that I am being phone screened by very junior level “recruiters” who say “walk me through your resume” so you do that & they don’t as much as offer any comment or ask any questions, just let you go on. Then when you are finished, they just want to get off the phone without even telling you anything about the company or position or asking any questions or letting you ask any questions.
I just had a phone interview the other day that went like that. I was able to get in some questions, but only received simple one word answers like she didn’t want to tell me too much. She ended the conversation with “I’ll be sending your resume and my notes to the hiring manager and will be in touch with you regarding next steps”. It just seems to me that for HR positions, I should be speaking with the HR Hiring Manager (the Director or VP or head of HR) and not just a recruiter who doesn’t understand much about HR.
My problem is that I am in HR so I can’t get around the HR person unless it’s a smaller company & I can deal directly with the President or CEO.
One of the worst things to happen to me was with this one company that I had a phone interview with the recruiter which went extremely well (she loved me), 4 actual in-person interviews with probably about 12 different people. The hiring manager who I would be working for loved me, the rest of the HR department loved me, most of the other people that I met loved me (these were the business leaders that I would be working directly with). My last interview with 2 business unit directors was kind of strange. They asked me strange questions. I asked them questions about what was the most challenging issue they faced, what qualities they were looking for in this position, etc. which they were very vague about. The hiring manager was all set to make me an offer and everyone was very excited to have me join the company. It would have been the perfect position for me. I would be handling all of the HR functions for about 3 sites in NJ but would report into the Corporate HR Group in NYC.
Then I received feedback from the recruiter that the 2 guys I met with last didn’t think I had enough experience to handle the issues they were dealing with. I told her that was interesting because I specifically asked them what specific issues they were having (the company had recently acquired another company & the merger presented issues of “us vs. them” mentality, which I had faced and overcome at my last job which is why they thought I would be great for this role), they really didn’t answer my question, instead being very vague. I think something just didn’t “click” with them and myself and that was the problem. I guess it just wasn’t meant to be.
It makes me feel better to see that it’s not just me, that others of you are having the same problems. I thought maybe I was doing something wrong in my interviews, but I guess there are just so many candidates for them to choose from, they are being extremely “picky”. I have received “no thanks” e-mails and letters for positions that I felt I was a perfect match & then see the same position posted again & again. I guess they are going to hold out for the “perfect” candidate who has ALL of the qualifications they are seeking instead of going with someone who has 9 out of 10. It kind of makes me wonder why they need these positions filled if they aren’t too anxious to fill them.
Thanks Matthew for the discretion. I wish you the best of luck!!! Look forward to hearing good things.
Hello Linda! Glad this helps you know for sure you are absolutely NOT alone. I just recently wrote about screeners:
Who the Heck is Screening Your Resume?
So good for readers to see that even experienced HR folks go through the same madness. And of course, being in your field means you can’t even go around HR!
Appreciate your sharing your thoughts and experience. Although it’s a buyer’s market (making networking all the more critical), there are still jobs to be had and I am hopeful you’ll have one of them soon. Just really let them see the talented, creative, energetic, helpful, positive, resourceful, problem-solving, pleasant person they’d get to work with day-in-and day out!
Please let us know what happens. And feel free to offer additional insights to your fellow job seekers.
~ Ronnie Ann
I’ve noticed that nobody has named the employers who have been downright rude or disrespectful. Is there a downside to naming names here? How can a firm improve if it doesn’t know about its flaws?
Hi Linda-
I would love to “name names”- but given the litigious world we live in, I could see some of them coming back with libel suits. Sounds farfetched, but I am sure it has happened before. Additionally, I would not want to drag Ronnie Ann into a mess that I might have made. That being said, I would also wager that none of the places I have applied to and had issues with would even THINK to come to a site like this. An interesting site where you CAN see what people think of a company, and can post “reviews” anonymously is at: http://www.glassdoor.com
Some interesting stuff there.
Best,
Matthew
Hey, Matthew:
How’s the job? Better yet, how does it feel to earn a bi-weekly paycheck and receive benefits!
I’m happy, but extremely jealous. Hopefully, I’ll have good news to share in the coming weeks.
-d
Thanks Matthew for the wonderful answer to Linda’s question. I’m sure she’s not the only one who was wondering that. Cool to know about glassdoor.com; I’ve seen them mentioned a few times lately.
Oh…and just so you know D, I believe Matthew is in transition and pretty sure he’ll report back when he has some answers. Meanwhile, we are all wishing YOU much luck – so we can be jealous of you.
~ Ronnie Ann
Hi, Ronnie Ann:
Here is an update on my job hunt.
Last week, I interviewed for the fourthtime with a Fortune 500 company. The department’s senior vice president (SVP) conducted the interview. If hired, I will report directly to him. During the entire conversation, he repeatedly stated, “oh, I REALLY like you! We think so much alike! Yep, that’s the same thing I would do. Exactly!”
Prior to the interview, I received a writing test, which I passed with flying colors. He reviewed it and agreed with my rationale regarding where to send it.
Before leaving the 1.5 hour interview, he introduced me to his staff. I was extremely relaxed, but professional. The SVP told his Admin, “Make sure that D’s on the schedule for next week. I want her to meet with everyone on staff.”
Yesterday, I received an email from Headquarters inviting me to a fifth interview with the same staff I met before exiting. LOL.
Hours before receiving the email, I followed up (phone call) with the Admin regarding a confirmed date and time. I also wanted to know more about the department (i.e.: number of staff, other locations, etc.) Well, she accidently let it slip, “right now, there are three of us in this department. But, when you join, we’ll have four people. I mean, right now there are just the three of us, and soon, we expect a fourth person to join us. In the meantime, you should receive an appointment from Headquarters.”
Sounds like good news for D! Keep us informed and good luck!
Seconding Terri’s comment. Fingers, legs, and eyes crossed for you, D!!
~ Ronnie Ann