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FIRST IMPRESSIONS 2 When a large major of interviews are conducted in this formalized manner the interviewing personnel are seen as insincere in what is being said to the candidates. This leaves the candidate either not wanting to join the company or just a stepping stone for "something better" attitude. Interviewers are being assessed by the candidates in such a way that the right candidate could walk away from a job offer because of the territorial style of the interview that was conducted. Personnel departments always think they have more "power" in deciding who to employ or not via a piece of paper or tests. This means the outcome is usually not the caliber of candidates you wanted for the company in the first place because the candidates find out from others by word of mouth if a company is sincere about its recruitment practices and if it isn't you end up with a damaged company image which you haven't realized until its too late because its an area out of the personnel and public relations control. The positive interviews I have attended was when the interviewer's style was informal and we were having a conversation ~ discussing anything but my CV. Whether I obtained the position applied for didn't matter so much afterwards because I didn't feel let down or disappointed with the results. The reason for this was that I had meet some very nice people in their own right who were sincere enough in the interview to inform me there and then whether they thought I was right for the job or not but must crucially they pointed me in the direction of where they thought I should be heading in my career. This has benefited me in the long term because a person can't get from any other source the vital information the interviewer knows by first hand experience ~ the market, competitive nature of the work and industry. These incidents are mainly overlooked in the personnel, which is the "art of a conversation" with a person when interviewing someone not just judging them on their fitness for the job. The reason for this is the area of recruitment and selection has become so professionalized by functionality that the interviewer is no longer looking at a whole personality but for parts of one. It is also brings out the point that those in personnel has become a scientific-process and not a people-process. After re-assessing and reviewing the incidents the reason why the incidents has happened was because the interviewers stick to the same pattern of conducting one that the candidate knows what to largely expect and is bored by the time they have experienced so many interviews in their career lifetime. Nothing has really changed in the area of interview techniques so it becomes a taken for granted area for everyone knows the game so there are no surprises.
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