THE QUESTION LIFE CYCLE in VS .NET

Recognizer ANSI/AIM Code 39 in VS .NET THE QUESTION LIFE CYCLE

sabotaged yourself in a number of ways that can be easily remedied You had a couple of misspelled words on your r sum and your choice to wear sandals instead of shoes caused some of us to question your professionalism W HAT THE INTERVIEWER ACTUALLY SAID : I appreciate your call, and we were impressed by your credentials, but the truth is that another candidate simply had a little more experience in the areas most important to us Good luck in your job search Unless you have a personal relationship with the hiring manager, it s almost impossible to get honest feedback about the selection process And the irony is, the more you need brutally honest feedback the more there s something you can actually do something about the less chance you will get it That s because few HR professionals want to come clean on the subjective reasons one candidate is chosen over another HR people can afford to be a little more honest about objective standards Let s say you lost the job because it called for five years of C++ experience and you only had two years That they might tell you If the job calls for a commercial driver s license and you don t have one, that they ll tell you If the job requires a Microsoft certification and you don t have one, that they ll tell you But you probably knew all that already If you were rejected on any type of subjective basis, forget it Here s where a recruiter intermediary can be helpful No one likes to give bad news directly to a candidate But if an interviewer knows the recruiter is willing to communicate the bad news, then the interviewer may be more willing to tell the truth Susan Trainer remembers that a well-qualified candidate for a position as a hospital administrator was rejected for a particular job for which he was well qualified When she inquired, the hospital interviewer disclosed that the candidate asked to smoke during the interview It was clear that the interviewer would not have revealed that critical fact directly to the candidate Trainer then had the unenviable task of confronting the candidate with the costs of his addiction But the candidate learned, took control of his addiction, and soon got a well-paying position Sometimes the subjectivity of hiring managers can be unreasonable Jason Rodd, senior consultant at TMP Worldwide, Inc, in Tampa,

Florida, recalls working with a hiring manager who rejected a perfectly qualified candidate because, well, let Rodd tell it: I couldn t understand why she was rejected because she could do the job with her eyes closed After pressing for a reason, the hiring manager eventually told me it was because the candidate wore a turtle broach on her suit Turns out he did not like turtles and questioned her professionalism for wearing a turtle to a job interview There is no way the candidate would have gotten that feedback directly I tell candidates that story from time to time because I want them to know that it is the little things that can get you ruled out late in the game

There is one strategy for cutting through the pretense, but it s pretty strong medicine and it doesn t always work Of course, you have little to lose I personally have had success with it, so I know it can pay off After you are rejected for a position and you genuinely don t know why, call the interviewer The pitch goes something like this: Thanks for taking my call I got your letter telling me that you won t be making me an offer and I accept the decision I need to improve my interviewing skills and I m asking for your help I am asking you to be brutally honest about my performance and what I could have done better I can make you three promises I promise I will not interrupt you I promise I will not defend myself And I promise I will not contact you or your company for a yearWill you help me That last appeal is important It speaks to the desire of most HR people to be helpful I would be totally impressed with a candidate who came at me like that, says Rich Franklin, HR director at KnowledgePoint in Petaluma, California Like many HR people, Franklin is an educator This is a guy that wants to learn If an HR person is any good at all, they would jump at that opportunity, he adds