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Ok be honest, candidates. I really love this set of questions, I’ve been considering shifting my current interview style to these questions - I think they really give you an idea of who this person would be within the work setting. But the questions almost feel too deep for a recruiter to ask. What would you think if a recruiter took a different path and asked these questions instead of the usual ones?
https://blog.shrm.org/blog/9-interesting-interview-questions-that-actually-reveal-a-lot-about-candidat
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My LM is so keen on small small things, not related to coding but documentation and all. Atleast once in a week I'm committing mistakes on small documentation points n he is stressing on same. Are there any chances that my probation will not be extended or is it a clue for me from my LM. He is Looping his LM and asking questions/clarifications.
Should I ask him directly or can be ignored or need to try outside. Please suggest Barclays
Need to leave but no idea what I want to do
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Reach out to the people who have interviewed you. Thank them so much for their time. Then ask them if they have any advice about what you could have done differently. You’re junior and still learning and would greatly appreciate their thoughts to help you as you move forward. What do you need to work on? You might uncover something valuable. Also, if you write it respectfully and professionally, they might reconsider you the next time something opens up.
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Don’t expect replies though. HR departments tell interviewers and hiring managers NOT to respond to candidates; especially when a candidate seeks a critique or advice for interviewing. This opens the door to potential lawsuits.
I guess this isn’t the case for everywhere, but at my agency, we rarely do in-person interviews. The belief really is that we want the best people for the job and they can come from anywhere. A lot of advice in this thread says to move first and interview, but personally I’ve never done that, and considering how the interview process can take months and most cities aren’t affordable, that sounds risky af. Obviously it’s great if you can visit in person, but if you can’t…
—try to get informational interviews (even with someone at your level who’s on the inside) that can lead to a referral. Even if this leads nowhere, they can still remember your name if something comes up later
—send personalized thank you notes to each person you talk to (including recruiters!) and follow up
—refresh your portfolio and make it impossible to ignore, injecting personality and passion projects wherever possible
—share updated portfolio on LinkedIn in a post for reach
—try probing for freelance work to build your book (and can be a good foot in the door)
—get involved in “extracurriculars”, i.e groups or programs where you can network
—make a cover letter that goes so viral your dream client forces their agency to hire you (haha jk unless… https://vimeo.com/241763828) />
I’m sure a ton of this you’re already doing but keep fighting the good fight. Feel free to dm me if you wanna chat more!
I agree with this, I feel like a lot of interviews are still virtual, even though you’re in the same city. Final round interviews might be in person though.
Not the answer you want to hear, but show up live.
You’ll never be able to stand up the energy you can give in a room on a computer screen.
On a junior salary? In this economy? Last minute flights are insanely expensive nowadays. And all for an opportunity you might not even get. This doesn’t feel like good advice
I always feel it’s safer to live in the same city as your employer. Face to face interaction makes you more valuabel
You’re competing against other JCs who already live here and have acquired the sensibilities of this environment.
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For the record everyone, I would move there once I got the position. Just not in that city yet.
Are you expecting the company to pay for your relocation costs? As a hiring manager that would be my assumption if you haven’t already made the move on your own. So if another candidate was completely equal to you qualification-wise I would be more inclined to hire the local. I have also seen bad experiences with transfers who eventually decide they don’t like the city they are in anymore so I admit to having some personal bias in that POV.
Many companies have successfully transitioned to remote work environments. Have you considered focusing your job search on remote positions? This could level the playing field and allow you to showcase your skills effectively through virtual interactions.
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Is Fishbowl being inundated by AI NPCs? What the hell is going on in this thread lmao
Sadly, a lot of hiring managers and recruiters have been burned by candidates who said they’d relocate and pulled a bait-and-switch after they got the offer, making it harder for everyone else.
what comes around goes around
Move?
Maybe they’re penny pinchers and want to save relocation money if you think their chosing local.
Sorry to burst your bubble but it’s unlikely a junior will be paid relocation costs. If it’s happened before, it’s not the norm. Also why do you need to keep moving for all your jobs, as you mentioned? Just settle in one city.
Local Guy has always been my biggest competition. Even when trying to get back to my hometown and not requesting relo assistance -- just easier to pick someone who can roll in the next week and get at it. Is that incredibly short-term thinking on the agency's part? Yes. Which is not surprising to anyone who's been in the biz for more than three weeks.
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Ugh…. Hahahahahaha
If you're not willing to fly in for the interview on your dime, get creative. Think of it as a client challenge and come up with some creative solutions that will overcome this in a way that will leave an impact and get you hired. After all, that's what they will pay you to do for clients. Instead of asking, "What can I do'" post some ideas of your own and ask for feedback.