I can usually set my clock once a candidate’s scheduled job interview ends. And yes – I do want to hear from the candidate right after the interview to make sure I get their feedback. It’s important to make sure nothing gets lost in translation by waiting a day or two. That’s way too much time. Besides, it doesn’t matter anyway. They will call. They always do.
What I have found to be consistent year after year is that rarely does a candidate call me and say “it went terrible” or “it just didn’t feel good.” Nope it’s more like “I NAILED IT!” or “THEY LOVED ME!” A quick calibration/debrief call to the client usually dispels all rumors, innuendos or fairy tales. Nope. They always seem to have a different story. Their version is usually (ok always) brutally honest and with a fair amount of detail as to how well or poorly a candidate performed.
As candidates – what can we learn from feedback and what should we be asking ourselves?
- Find out if you clearly answered all of the questions from the person conducting the interview.
- Would you have “fit” into the company’s culture?
- How was the chemistry between you and the person conducting the interview?
- Why would you want to work for that company?
- Would this be a “fun place” to work?
- Would you be learning and growing your skills in this new environment?
- If hired, would you wake up each day and look forward to going to work?
Make sure you “feel good” about the company and the person you would be reporting to. If the feedback you get is positive then go for it! Make sure they know you are interested and follow up with a quick hand written note (they never go out of style) to each person you interviewed with. If your news is not good and they decide to pass – get tangible feedback that you can learn from.
You can’t fix it if you don’t know what’s broken.
However, once you know where the wheels came off in the interview – go fix it! Period.