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FIRST
IMPRESSIONS 3 The positive interviews I've had was when the interviewers knew the job design was the guiding factor in choosing the candidate because they were assessing the level of personal ability in doing the job ie. someone who might be bored easily wouldn't want a standard job specification especially if they weren't learning anything new. Also the interviewers were looking not on the quantity of candidates to satisfy their statistical information but quality of candidates. Finally they didn't just write a standardised "sorry, your application has been unsuccessful", "you didn't fit our criteria" or "we only employ high calibre people" letter but give positive feedback which the candidates could use later on in the career progression. The best interviews I've had has been when the interviewer's have placed the selection on a much higher level of commitment of the time they spent with you on a one-to-one basis and not hurrying the selection but conducted similar to that of an executive search level. This has been because the terms of recruitment has been for the benefit for the company's growth and well as for the individual candidate. The incidents had been important because although the interviewers had been trained in recruiting they also know to adapt the process to their personal style of selection using their judgment and the company culture well enough to know and understand what they were looking for in an employee. This made the recruitment/selection an enjoyment for both parties the reason for this was the candidates were made to feel a valued and the output from the interviewing process was because your view point was sought on issues concerning the industry. They also made sure they pointed about anything you should know about the company's future development and whether you would be able to adapt to the sort of high pressured environments.
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