Giving feedback after interview

Iwona

Welcome to the community. :-)

Out of interest was the job for someone working/reporting to you or someone else? I'd be interested in what the person they were going to report to thought of the candidates?
David

Thank you David.

The hiring manager felt that he wasn't really interested in the role as he didn't ask questions about the team, the main challenges they face etc. I am not a hiring manager.

Hi Iwona

Sorry to throw back selective quotes from your posts, but you said that:

the hiring manager was concerned that the individual might not be able to communicate effectively with the team while under pressure.

and

the hiring manager felt that he wasn't really interested in the role as he didn't ask questions about the team, the main challenges they face etc. I am not a hiring manager.

 

The authority of 'HR' of course varies enormously between organisations, but I have to say that you seem content to allow 'the hiring manager' as you put it absolute authority and in effect yourself to opt out / wash your hands of selection decision-making. 

Even if the ultimate selection decision might lie with the candidate's direct line manager, what's the point of having any HR input at all into the process if you're prepared to give totally free rein to 'the hiring manager' to make such apparently highly-unsound decisions? 

Even though we as you rightly say don't know the full context, the unanimous response of all your colleagues here has been that this appears to be a very dysfunctional means of selection, for not just one but for all manner of reasons: for just an important one of the many reasons, wouldn't a lot better evidence of unsuitability be needed than the fleeting and not necessarily representative impressions of a single, subjective 'hiring manager' at a very brief interview?

- you may already have attempted to voice your concerns / misgivings to the decisionmakers in your organisation and / or you may have taken on board some of the many things pointed out by colleagues: but you don't say whether or not you have: on the contrary, you appear to be absolving yourself of most if not all responsibility for what seems to be a mishandled state of affairs.

The main purpose of this Forum is surely to tap into the collective wisdom and experience of professional colleagues? not at all unconstructively to criticise or to apportion blame. But there needs to be an open flow of communication for this effectively to happen.  

Hi Iwona

Sorry to throw back selective quotes from your posts, but you said that:

the hiring manager was concerned that the individual might not be able to communicate effectively with the team while under pressure.

and

the hiring manager felt that he wasn't really interested in the role as he didn't ask questions about the team, the main challenges they face etc. I am not a hiring manager.

 

The authority of 'HR' of course varies enormously between organisations, but I have to say that you seem content to allow 'the hiring manager' as you put it absolute authority and in effect yourself to opt out / wash your hands of selection decision-making. 

Even if the ultimate selection decision might lie with the candidate's direct line manager, what's the point of having any HR input at all into the process if you're prepared to give totally free rein to 'the hiring manager' to make such apparently highly-unsound decisions? 

Even though we as you rightly say don't know the full context, the unanimous response of all your colleagues here has been that this appears to be a very dysfunctional means of selection, for not just one but for all manner of reasons: for just an important one of the many reasons, wouldn't a lot better evidence of unsuitability be needed than the fleeting and not necessarily representative impressions of a single, subjective 'hiring manager' at a very brief interview?

- you may already have attempted to voice your concerns / misgivings to the decisionmakers in your organisation and / or you may have taken on board some of the many things pointed out by colleagues: but you don't say whether or not you have: on the contrary, you appear to be absolving yourself of most if not all responsibility for what seems to be a mishandled state of affairs.

The main purpose of this Forum is surely to tap into the collective wisdom and experience of professional colleagues? not at all unconstructively to criticise or to apportion blame. But there needs to be an open flow of communication for this effectively to happen.