Weird Interview practices, or am I just the issue?

Strange Interview Experiences: Am I the Problem?

I recently went through an interview for a position that left me feeling frustrated and disheartened. It’s with a well-known international organization that contacted me via LinkedIn, which took me by surprise since I hadn’t applied for the role. During the process, I had some misunderstandings with the recruiter. For example, they failed to clarify that there were two interview calls, resulting in me missing the second one initially and needing to reschedule. When I explained the situation, the recruiter seemed to place the blame on me but claimed they were still interested.

When I joined the first of the two final round interviews, I was immediately taken aback when the interviewer stated they would have to cancel the second interview scheduled for the following day. There was no preceding explanation or discussion, which made me feel as if they had already made their decision before I even had a chance to engage. Despite this, the interviewer continued asking me questions for the next hour.

A couple of hours later, I received an email stating that—despite positive feedback from the interviewer—they were moving forward with another candidate. They also expressed interest in keeping me in mind for future opportunities. I was left feeling confused and disappointed, especially since I didn’t receive any specific feedback; only a vague nod to “positive feedback.” I couldn’t help but wonder if this was merely a polite formality.

It felt disrespectful to think that a decision seemed to have been made without allowing me the opportunity to fully participate in the interview. I found myself reflecting on whether I could have done anything to influence their choice. However, the reality is they likely had already made up their minds. The lack of a proper conclusion in our conversation left me feeling that my time had been wasted and that I didn’t get to adequately present myself.

Additionally, I was informed that the proposed salary was going to be 30-40k less than what we initially discussed, which further contributed to my feeling of being misled. Throughout this entire process, the recruiter misspelled my name twice and sent multiple messages rife with typos, which felt unprofessional. They even requested a call on short notice regarding the salary reduction but reached out 24 hours before my stated availability.

All of this has made me question the company’s interview process and their handling of the situation. It felt like I wasn’t respected during the interview, and my time was taken for granted. The experience has led me to feel like a failure, despite knowing the decision likely wasn’t a reflection of my abilities. Still, I can’t shake the feeling that, given a fair opportunity, I could have performed better.

Having just three years of career experience and having been fortunate to receive offers after each interview, I may not fully grasp the realities of the job market.

Is this kind of experience typical in the interview process? Was it more about me, or was it reflective of the company’s shortcomings?

Talent Acquisition

Talent Acquisition

Is it typical to be assessed by business or technical leaders for Talent Acquisition roles? After spending 7 years in the tech industry, I’m unsure if this is a common practice to be evaluated by an organization’s technical team.

Subscription vs. Pay-Per-Job: Which Hiring Tool Pricing Model Do You Prefer?

Subscription vs. Pay-Per-Job: Which Pricing Model for Our Hiring Tool Do You Prefer?

Hello everyone! I’m in the process of developing a hiring tool aimed at helping small businesses and startups streamline their recruitment efforts. To ensure we meet your needs, we’re considering various pricing models and would greatly appreciate your feedback.

Which pricing structure resonates more with you when using a hiring platform?

Monthly Subscription: A flat fee each month provides you with full access to all features and a designated number of job postings.
Pay-Per-Job Post: You only pay when you post a job, with no ongoing costs.

Your insights will be invaluable in shaping our pricing strategy. Thank you for taking the time to share your opinions!

Ashby/RecruitCRM/Recruiterflow users?

Subject: Feedback Needed: Ashby, RecruitCRM, and Recruiterflow Users

Hello everyone,

We’re in the process of transitioning our applicant tracking system this year. Currently, we use Lever, but we’ve decided to make a change because they do not support multiple aliases or email domains. Given that we operate two separate recruiting businesses—one for internal hiring and the other for Virtual Recruitment staffing—it’s essential for us to communicate with candidates using different email addresses.

We’ve narrowed our options down to three contenders: Ashby, RecruitCRM, and Recruiterflow.

Before we finalize our decision, I would love to hear your thoughts on these Applicant Tracking Systems.

Additionally, I’ve heard that Ashby is primarily designed for in-house recruitment. Are there any agency users here? If so, what workarounds have you implemented?

Thank you for your insights!

Looking for direction

Seeking Guidance in Recruitment

Hello everyone,

I operate a crewing company in Ontario that provides staffing for events. These events typically require anywhere from 1 to 3 shifts, so it’s more than just temporary staffing.

The industry I cater to is highly seasonal and difficult to forecast. While the financial rewards can be substantial, the fluctuating seasons create significant gaps in revenue, leading to considerable stress during those downtimes.

So far, I’ve successfully placed three staff members in three-month contracts, which clients have subsequently bought out. However, there isn’t enough demand for this type of placement to sustain steady growth.

While I lack formal education in recruitment, I bring nine years of experience in recruiting and vetting staff for my own business. I have a high school diploma and strong communication and rapport-building skills.

I would greatly appreciate any recommendations for pursuing a career in recruitment. I’m open to part-time educational options, as my focus remains on running my business.

Thank you for your insights!

Job postings

Job Postings

I recently applied for an internal job opening that seemed to align well with my skills and offered a promising opportunity.

However, I later found the same position listed externally, and the job description was quite different. The external posting appeared to have more flexible requirements and was less specific than the internal version.

The internal listing specified that applicants should hold an engineering degree, even though the role itself wasn’t engineering-focused, and it was for an intermediate level position. In contrast, the external ad was more general, emphasizing transferable and soft skills, with no mention of a degree requirement.

Is it common for the same position to have differing job descriptions for internal and external postings? I’m puzzled as to why the internal listing would include such strict requirements, while the external version did not.

Thanks for your insights!

How to find the recruiter to work with.

How to Connect with the Right Recruiter
Hello everyone,
I’m currently the VP at a company generating over $100 million in annual sales. With 12 years of experience in the health supplement and nutritional sector, I also have a strong background in international development, particularly in Asia.
I’ve been with my current company for two years, where I was brought on to lead their expansion into the Asian market. During my time here, I’ve helped increase sales in Asia from zero to $11 million annually. Before this role, I was instrumental in growing my previous company from $500,000 to $32 million in annual sales over the course of a decade.
As I look to advance my career, I’m considering branching out into different sectors beyond health and nutrition supplements. I’m eager to work with recruiters who can assist in this transition, but I’m unsure how to find the right ones. Do you have any recommendations for recruiters or tips on how to start this process?
Thank you!

What recruitment trends do you predict will dominate 2024?

What recruitment trends do you foresee taking center stage in 2024? I believe recruitment automation will be at the forefront. The market is expanding rapidly, and these tools offer significant advantages. They enhance the speed and efficiency of the hiring process tremendously. What are your thoughts?

Advice for a job offer

Seeking Advice on Job Offer Dilemma

Hey everyone! I recently applied for a job and got some great news: they were impressed with my interview and want to offer me a position. Unfortunately, the original role I interviewed for has already been filled, so they’ve proposed a different position within the same company.

The main difference is in the shift schedule. The job I initially applied for was mostly Monday to Friday, 9 AM to 5 PM, with a few Saturday shifts until 1 PM. The new role, however, has a much more demanding shift pattern, requiring me to work three or four weekends each month. For example, my schedule would involve alternating weekends off, working from 8 AM to 1 PM one weekend, 1 PM to 11 PM the next, and 8 AM to 7 PM the following weekend. This is definitely less than ideal for my social life.

I’m eager to start working, especially since this job is in an area I’ve been trying to move to in order to leave my hometown. I’ve technically accepted the job already, but I’m concerned that these hours will limit my ability to hang out with friends and family, as weekends will be largely tied up.

On the bright side, I’ll have two or three weekdays off when I work weekends, but most of my friends will be busy with their own jobs during those times. The role itself seems manageable, even though it is a minimum wage position, which I can handle for now.

Does anyone have any advice on how to navigate this situation? Should I reconsider my acceptance, or find ways to adapt to the new schedule? Your thoughts would be greatly appreciated!

Looking for a New ATS System – Advice Sought 💻

Seeking Recommendations for a New ATS System 💻

Hello everyone!

I work for a smaller ERP/IT Staffing Firm based in the U.S., primarily serving Fortune 2000 clients. A significant portion of our business—80%—focuses on staff augmentation, providing contractors to these companies.

Our sales team has been using Salesforce for several years and is quite satisfied with it, and they plan to continue with it for the foreseeable future. On the other hand, our recruitment side is experiencing some challenges.

We’ve been using the same ATS since the mid-2000s. Initially, it was a Windows-based client/server application, but we transitioned to its web/cloud version about four years ago. This change wasn’t necessarily because it was the best option, but rather due to a quick “lift and shift” of our data that took just 24 hours.

Unfortunately, the system feels outdated now, and it does not integrate with Salesforce because of its closed API, which has been increasingly frustrating. I recognize that it’s time for a more effective long-term solution.

My goal is to find an ATS that either operates on Salesforce or integrates seamlessly with it. Having two separate systems has become a significant operational headache.

Here are some specifics about our setup:

• Recruiting Team Size: 10 recruiters
• Candidate Database: 100,000+ candidates
• Hiring Volume: Low to mid-volume, filling 5–15 contractor positions weekly

I need a system that is easy to use (to ensure my team adopts it) but also offers robust Boolean search capabilities for resumes. While I’m open to additional features, my team is quite experienced, so overly simplistic systems aren’t necessary.

It would be ideal if the ATS includes back-office functionality, as my goal is to consolidate our systems.

Thanks in advance for any suggestions you may have!