What Are You Doing Right Now? (160 Viewers)
- Thread starter ßöмßäяðîëя
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Hear hear. But I was making an old Seven reference, btw.
Ah, something I have plenty of experience with.
I think you have to be careful about what you say, as it may be used in a court of law. Such as: "Well, you're black, duh!" or "We never got along with Jews in this office." would not be considered acceptable responses.
I'd stick to the high points, and largely that should be along the lines of "We have other applicants who were stronger fits for the position." But if you want to be helpful, and this is completely optional, it depends on the person. It's a touchy issue to give someone interviewing tips unless you really feel it can help them and they can take it the right way -- and you want to stick your neck out to help. But what you don't want to leave is the impression that a few "like"s were the main criteria for why they were dismissed.
The downside is that it could be a slippery slope. A candidate can start digging a rabbit hole into your reasons for passing on them, and then you're somewhere you don't want to be with them.
I have to call a candidate now and tell them that they didn't get the job. If they ask for feedback is it okay if I tell them that next time they should avoid using the word "like" five times per sentence? 
I think you have to be careful about what you say, as it may be used in a court of law. Such as: "Well, you're black, duh!" or "We never got along with Jews in this office." would not be considered acceptable responses.
I'd stick to the high points, and largely that should be along the lines of "We have other applicants who were stronger fits for the position." But if you want to be helpful, and this is completely optional, it depends on the person. It's a touchy issue to give someone interviewing tips unless you really feel it can help them and they can take it the right way -- and you want to stick your neck out to help. But what you don't want to leave is the impression that a few "like"s were the main criteria for why they were dismissed.
The downside is that it could be a slippery slope. A candidate can start digging a rabbit hole into your reasons for passing on them, and then you're somewhere you don't want to be with them.
Oh, I know. I've used it myself as well in the past
To be honest though, what I saw yesterday really was something that I probably would have described as "that would never happen in Belgium." We're not used to such extreme weather conditions.
Thankfully, there wasn't too much panic & people stayed pretty calm. Don't even want to imagine what would have happened otherwise.
To be honest though, what I saw yesterday really was something that I probably would have described as "that would never happen in Belgium." We're not used to such extreme weather conditions.
Thankfully, there wasn't too much panic & people stayed pretty calm. Don't even want to imagine what would have happened otherwise.
Oh, I know. I've used it myself as well in the past
To be honest though, what I saw yesterday really was something that I probably would have described as "that would never happen in Belgium." We're not used to such extreme weather conditions.
Thankfully, there wasn't too much panic & people stayed pretty calm. Don't even want to imagine what would have happened otherwise.
To be honest though, what I saw yesterday really was something that I probably would have described as "that would never happen in Belgium." We're not used to such extreme weather conditions.
Thankfully, there wasn't too much panic & people stayed pretty calm. Don't even want to imagine what would have happened otherwise.
Exactly. I think I will just not mention anything and be very vague, unless she asks me directly for improvement tips. Even then I might disguise it as something along the lines of "you seemed under-prepared, so perhaps next time spend a bit more time practising possible answers". I hate being the bad guy at these things.