What's More Important Than An Interview?

The other day I applied for an HR Generalist job with a very well known online portal. When I say very well known, I mean to the tune of having 17 million + unique visitors per month this year.

So, here's how things went:

An assistant to a non-HR big-wig called me for a phone screen. It was the best kind of phone screen: short but thorough. The assistant said she would "walk" my resume and her notes over to the hiring manager so I could be contacted by her to set up an interview.

Great! Sounds good.

Later that day, someone from the Recruiting Department (halfway across the country) called me to schedule an interview with the hiring manager. Ok, whatevs. Sounds fine to me.

The interview was scheduled for the next day. Good! I hate waiting a week or week and a half for an interview. Let's get it over with as soon as we can.

I arrive for the interview. The assistant that originally phone screened me came out to say hello and offer me water, coffee, tea, Jack Daniels. You know, the usual.

Then the hiring manager came out to greet me. We went to her office where the first thing she told me was, unfortunately, someone had rescheduled a meeting in the middle of our interview time slot, so our time would be cut short.

Wait. What?

She apologized, but didn't seem mortified. I attempted to be gracious about it. Inside my head I was thinking,

What is more important than an interview? Have I ever allowed anything short of a medical emergency infringe upon an interview with a candidate? No...I don't think I have. Well, maybe there was some sort of emergency and they are handling damage control at the meeting...

Thus, the interview began.

We chit-chatted about the company. I told her I had read x, y and z about the organization and blah blah blah. We walked through my resume, which went well besides the fact I was 98% sure she hadn't even read it before I walked through the door.

She then asked me what I felt my three best skills were. I listed them and gave one to two sentences of "supporting evidence" for each. Two of the skills I listed were essential functions of the position I was applying for, and the third was "gravy".

Well, not literally gravy. But you know what I mean.

She then went on to tell me x, y and z about the organization. I thought this was a little weird as I had just told her I had read about those exact things, and she didn't give me any new information or insight in her description. However, she did go on for a solid five minutes, at least.

Then, this is the best part, she said, "Well, do you have any questions?"

I think I jumped a little in my seat. She had asked me one question (well, besides the "let's walk through your resume, ok?" part). We were just getting started, yo!

So I said, "Yes. What is HR's main role in the organization?"

She then went on another five minute rant. I learned how many people work in HR and where they are located; who she reports to; who reports to her and that their turnover is usually comprised of employees that have been with the company one year or less.

What I did not learn was what HR's main role in the organization was.

Then, she squinted at her computer screen and said, "Oh, I have to go to that meeting now". She walked me to the lobby and shook my hand.

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A few days later, I received a "thanks but no thanks" email from the Recruiter that set up the interview.

Just for kicks, I called the hiring manager and left her a message requesting feedback on my resume and interview so I can, you know, better tailor my search.

I have $5 that says I never hear from her again.


Cross posted at BlogHer