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Hi Fishes, Can anyone tell me about the interview proceedure of infosys ? I have given interview a week back , it was 43 minute interview and after the interview i was asked for documents like most recent compensation letter and other details. But after sharing those documents it has been 7 days. There is no further communication from the infosys HR. I sent a follow up main 2 days ago but there is no response from them. Any idea whats happening here ? Infosys
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Hi Fishes,
I have cleared interview in AArete . Need help on what is the salary i should ask in the HR round.
YOE - 12
Role - Manager
Current CTC - 49LPA (Onsite salary)
Capgemini - 32LPA with C2 band
Arete - HR discussion pending (I was really happy with people how they dealt with interview process)
Quest - 33LPA
I am new to this platform, need 11likes to message someone directly.
Thanks in advance.
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Make $120k Accenture now doing tech implementations, just got offer 200k TC EY business consulting. I love my job, have a great WLB (working 20 hours per week, no travel, clear path to M in about 1.5 years) - am I an idiot for even contemplating staying? What I would be doing is more PPT/functional vs Onestream/technical which I do now.
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I’m going to violently and savagely push back on EY1’s advice.
Asking for feedback is often seen as being immature and lacking self awareness. For many types of interviews you should be able to have a general sense of how you did. You can also try to pick up on the interviewer’s cues like facial expressions and if they switch into selling mode.
My experience with hundreds of interviews over the years has been that candidates that ask for feedback have generally been below the cut line in terms of quality. I’m not saying everyone who’s asked for feedback has been a poor candidate, but it’s probably more than 80% that have been. Maybe 1 or 2 high quality, slam dunk candidates have done that with me. If someone’s a marginal candidate and they ask for feedback, that’s often a decided factor for me.
Interviewers may not have a firm opinion on your candidacy when you ask. They may not have a view or how you ranks against others. They may want to hear from their colleagues before making op their mind. They also don’t want to send false positives. So asking may put them in a awkward position.
Finally, many companies instruct interviewers to not give feedback other than pass/fail. This is very common for campus hires. It’s a legal defense mechanism, but it goes back to the previous point around putting the interviewer in an awkward spot.
The only exception would be if there’s a headhunter engaged or if you have an internal advocate coaching you through the process - and they should be giving you feedback.
Otherwise don’t do it. There’s really no upside and several ways it could hurt you.
I asked my interviewer at the very very end whether they could see me being a good part of the team or had any concerns. Its an indirect feedback question and I asked since I had heard how innately selective they were being from my headhunter.
I personally would wait and follow-up if you don’t get the job, rather than ask during the interview.
Absolutely. In a proper hiring process, the interviewer can let you know what are your areas of opportunity. Asking also shows interest and even if you didn't get this particular job, they can consider you for future openings.
Thank you both! Tend to agree with VP. Appreciate both of you sharing your views!
Only in interviews where you’re presenting a problem-based case study I think it’s appropriate