interview feedback

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Hello, hello. Thanks for listening to guidance counselor 2.0. Listen, I want to give you a quick rundown of what this podcast is and what you're about to get into as you listen to these episodes. We had guidance counselors in middle school. We had guidance counselors in high school, but we didn't really have guidance counselors in college and now as professionals. We don't really have anybody to turn to to ask a quick question to learn something about the job search or to navigate your career. And so that is what I want this podcast to be for you. I want it for it to be a tool for you to navigate the job search and your career.

So that being said, I hope you enjoy this episode. And if you need to reach me, Taylor at vacovac.com is how to get and touch me old fashioned email social media at tdsintdessey. And finally, please rate and review this in the app store because I want this to be discoverable for others so they can navigate their careers. Hope you enjoy the episode. Let's let's talk about interviewing interview feedback and how to really approach. Look at this. We are international this morning. What's going on? D not show. It's good to have you. So interview feedback is tough. I will tell you this most hiring managers don't give interview feedback.

Right? So I hate to say this. I hate to say this, but for me, for me, I need you to go into interviews expecting not to get feedback. And I hate that. And that and that is a part of the hiring process that is broken is going into interviews, going in interviews and not expecting feedback. Well, I will tell you this. More than 50% of the time we get almost no feedback, almost no feedback on interviews. Right? So I'm just going to go ahead and start off there. I do want to get some shout out to you. At least I'm glad you dropped nine pounds since July, but keep a professional.

Hey, happy job, buddy. At 2U on Monday, I love it. Chris, it was so nice talking to you when we talked. So again, congratulations on your new job, my friends. I wrote that you said professional wins. Yeah, take a lap. Come on, we should get on a big dog. Let's see here. Carla, what's going on? Yes, great idea. Yoga, connect with Carla and Sean. Hey, Sean, I hope you crushed the interview, buddy. I still need to respond back to your email. I have not responded. I'm so behind on everything. Sean, best of luck on your interview today, best of luck. So while Sean and Barks on his interview today, let's talk about obviously the interview feedback one, obviously companies not giving feedback.

But let's talk about follow up. So for, so to be honest, for my recruiting side, for my recruiting side, we typically don't get feedback for 24 hours. So 24 hours is typically kind of the mark for that. I will also tell you so, so I mentioned this briefly. I don't know if I did this session already. I didn't think I did. I checked. You all let me know if I've already talked about this. But for me, a lot of times recruiters are scared to give feedback. Right? A lot of times recruiters are scared to give feedback. And so if you're working with recruiter, you haven't heard for them in a day or two.

One, yes, it's probably negative. It's probably negative. But the recruiter is probably scared to give you this feedback. And oh my gosh, I have to give a shout out to a few people coming in. I just had a buddy who I mentored a little bit. Justin Allen, Justin congrats on the job, man. He just got a job. He just DM'd me on Twitter. Justin, I don't know if you're watching or not. Book congratulations, man. I'm so, so excited for you. Sean, a best of luck. I got sneeze, best of luck on your interview today. I love this. The positivity on this platform is absolutely fantastic.

Victor, thank you for your kind words. I appreciate it. And so interview feedback recruiters hold onto it because we're scared to give you feedback back. I will also tell you this, that the feedback is mostly vague. I'm starting here from a lot of managers right now that they don't want to give feedback because of HR violations, right? Which I think, I don't know. I personally think is bogus. And I think it's a lame excuse to get out of interview feedback. You know, I usually tell people this all the time. If you, if you are a hiring manager and you don't have time to give specific feedback on why a candidate is rejected, your shits broken.

Right? I'm going to say that again, hiring managers if you listen, if you do not have time because of the way you do your interview process to give feedback and just even a little feedback, your shits broken. And so I will tell you from a follow up perspective, if you're dealing with recruiters on a job, if you're dealing with recruiters on a job, you need to specifically, specifically only work with the recruiters. One of the, one of the key things that I have seen unfortunately is candidates going around recruiters in DMing and DMing hiring managers, that is a no no. That is a no no.

And so I want a guide, Jall, and that if you're working directly with a recruiter, whether agency like me or corporate like a, like a recruiter at a company, you need to make sure you go through your channels because the moment you go around, you could be immediately rejected. Right? So I want to get that across today as well is that you really, really need to focus on working through the channels of the recruiter of the recruiters. Now if you're working directly with the hiring manager, I would give them probably 48 hours. Right? I would definitely give them 48 hours because they have a little bit more time.

One of the reasons why you hire recruiters is to be a professional anoyer. Right? I think I tweeted this out the other month. I was like, if you, if you had an unofficial job title, what would it be? For me, it would be like professional anoyer because all I do is follow up. And so if a company is working with a recruiter, we usually move the process through quicker than if the company just goes on their own. And so I will say if you're working with a recruiter 24 hours is good, probably at most 48 hours. And then if you're working directly with the hiring manager, probably follow up with them at least 48 hours, maybe 72 hours.

And again, one of the questions I get a lot is Taylor. I've already checked in like what's next? First off, emails get lost. Right. DMs get lost. But I will say you need to focus on, you need to focus on the interviews first. I mean, focus on the emails first. If you're not getting the email feedback from a recruiter, then I would, you have to keep trying, call them texts them. Right? And I'm going to ask this way to get in touch with me. If you email me, it's probably not going to be a response faster. And then if you DM me on LinkedIn, it's going to get lost.

There's actually a lot of people on this live show right now that are commenting that I don't even have time to get back to right now because they sent me a DM. So texting emails me fastest phone call is probably going to be really, really good too. And so I'm going to stop here enough with me kind of rambling a little bit. There's been a lot of comments that have come in. If you have any comments, questions, concerns about interview feedback, please post. Talk about it. This is a fantastic conversation we're having right now. Definitely want to continue this. So let's see here. I'm going to get some shout out to the people.

Dan has no wins on the job search, but making new connections and conversations. Yes, say thankful Dan. Stay thankful. Annie, what's going on? Good morning. Let's see here. Geregoes from seems like a cop out constructive criticism is key to improvement. This is this is in my comment to hiring managers, not giving feedback because the HR violations. I think so too. I think you can be very, very straightforward about, hey, listen, like you're not a culture fit, right? Or hey, like you answered these few questions wrong. We didn't like your way of thinking about X, right? Again, it's all subjective, right? And you need to understand that it's all subjective and that's where you don't need to take it personally.

Let's see here. What else? Yes, feedback equals purposeful improvement. Absolutely. There's a lot of people congratulating each other on this chain. This is so awesome. Let's see here. So at least you guys, I think it's important to ask one either and Canada. Can I get feedback manager? Let me know if you're open to any feedback. Yeah, I will tell you this. A lot of candidates are very, very not open to feedback, right? I think I told this story the other day. There was a candidate we had in our view recently where this candidate bashed their previous employer, right? Don't do that. Interview 101. Don't bash your previous employer.

And then so the candidate, so the company rejected him and then when we called this, when we called this person to say, hey, listen, your applications rejected, you know, because of the interview and that you bashed your candidate, then the candidate got super defensive and started yelling at our account manager, right? So don't do that. Candidates, you have to be open to feedback, but managers you need to give feedback. So again, Alicia, obviously wise words from you. Telescope thieves. What's up, man? That's a great picture. It's a very swab. Is it worth worth it to ask for feedback on an application rejection? I still haven't made it to interview stage.

You can try, but they're probably not going to get back to you. Listen, there is a see there is a see of candidates, a see of candidates out there. Not everybody has time to give you feedback, right? And so if your candidate gets rejected in just the application phase, and you didn't make it to the actual interview phase, you're probably not going to get feedback. Again, do I wish that was fixed? Yes, if you're working with a recruiter, though, telescope thieves, you should be able to ask the recruiter and they should give you a relatively good idea why you were rejected. Cathy, we love fratés.

It's good to see you. Yes, what Dan said, you only need one win. Alicia, it can be risky to give unsolicited feedback advice, especially in today's world, see recent Apple events in the past couple of days. I've seen bits and pieces. If anybody wants to give me a cliff notes version of what's happened, let me know. I know Apple's already had some issues with people pulling people back on site, but judging based off what we're talking about. And what Alicia said, I don't think that's the case. Let's see, what else? So Robert goes, I've always heard that companies didn't give feedback because they're afraid of lawsuits.

And my wrong idea is that I can't improve. So that's what I've heard, Robert. That's kind of what I've been talking about. Yeah, I think maybe candidates have gotten very defensive and very mad and have filed lawsuits. Candidates don't do that. That's ridiculous because then you ruin the industry of what's going on. Unless it's obviously for certain reasons, like discrimination. I don't think my company allows any feedback at all. I mean, less than LinkedIn user, I don't know who you are, but I get it. And sometimes it happens. Right. Now that's where I would say work with the recruiter. If a recruiter, maybe they can give you some insight.

If you have a recruiting vendor to your company, but again, sometimes it happens. I think it's one of the best ways to get to know what happened and keep growing. You get to know why you did not get the job instead of just playing the guessing game. Pablo, I agree with you, Pablo. I've not seen you. So thank you for tuning in. Chris goes the very few companies that provided me detail feedback or standouts in my mind. I've since sent them other devs slash staff, even though they didn't hire me because they left me. Wow. Wow. Companies, if you're watching, I'm telling you the interview process, I cannot stress this enough.

The interview process is a direct correlation is a direct reflection of your, of your company's culture and brand. What does your interview process say about you as a company? Ask yourself that. If it's inclusive, we give immediate feedback on why I can't it was rejected. We're very welcoming. That's a culture that's healthy. If we don't give feedback, if we're vague, if we kind of grill people, if we rate people over the calls in the interview, that's bad, that's bad culture. Right. Telescope thieves, absolutely looking for connections to mentorship guys, hit me up, got to quit this day job. You all go reach out to Andrew.

In the early stages of applying, there's a lot of resources who will give you advice. So don't make some basic mistakes. But if you have interviewed with somebody, always ask for feedback, where's they can say is we don't provide it. I love this so much. I love this so much. Y'all, that's it. That's all I have today. I appreciate y'all turning in to Guy in the Council 2.0 this morning. Again, big thing with follow up. 24 hours, 48 hours with recruiters, 48 hours with 70,000,000,000,000 managers, emailing in Texas is going to be the best. Phones probably the worst. Keep checking in. If there's nothing after a week, it's probably dead.

And don't get frustrated if you don't give feedback. Keep pressing forward. Don't take it personally. And that's it. I think that's it kind of wrapped up in a nutshell. Y'all, join me at Texan Community 615-235-5650. I have had a flood of people join. There are so many people that are getting good, viable tips that are applying to their jobs and they are finding jobs because of my job tips. So y'all, Texan-6525-35650. Check out TaylorDessing.com. I have my fully remote IT job board. It's not just developer roles. I have hiring my available camps for hiring managers. I have free guides. If you're on the job search, resume templates, 10 questions to the recruiter, all of that.

So y'all go check that out. Let's see here. What else? There's a last few comments coming in. I did interview once where about 10 people just started hammering me on things. I told them I didn't know anything about it. It was awful. My end didn't want to work there. I got up and walked out. Absolutely. Again, direct correlation with interview and culture. And absolutely. Sean goes to start an article today. 142 resources to prepare for the technical interview. Nothing quite says that. Yeah. Absolutely absurd. I have 10 questions. So mind simple. Let's see here. Fernando, thank you, sir. It says Apple's been in a process for your hustle work line.

Interesting. Yeah. Interesting. So y'all again, thank you opportunity in this morning. Happy Friday for me. Y'all have a wonderful, wonderful Friday, wonderful weekend. If you need me, join my texting community. That's probably the fastest way to get in touch with me. DM me if you want. Probably won't get back to you for a week or so. But I'm grateful for this community. Y'all go be great today. Go be fearless. I appreciate y'all ton. Peace. Hey, you did it. You listened to an entire episode. And I am very grateful. Because you know why? There's a lot of podcasts out there. There's a lot of episodes. And I myself rarely finish an entire episode.

So I appreciate you so, so much for listening. Quick reminder, please rate and review this podcast in the app store. I want this to be discoverable to others and the only way that happens is if you take the time right now and rate and review it. Please. Now, unless you're driving, then don't do it. So thank you again. If you need to reach out to me, Taylor at vaco.com or at t-test and on all social media handles. And I hope you have a fantastic day.