Great question. I’ll use that from now on in my candidate prep for interviews.

Nemo, your question and statement indicate the nature of things in the classic HR process, and in many cases, prevent good candidates from seeing the hiring managers. I am aware of some really talented and professional HR folks, who have figured this out. However, too many are still focused on the “glib” types, and not on the fact that technicians and scientists are mostly uncomfortable in the interview process. Good insight!

One method of being successful in getting the interview is to be represented by a good recruiter who has the respect and the ear of hiring managers. A good recruiter can help the manager realize that you need to be seen. And a good recruiter will help the manager by suggesting questions and techniques that will really expose the best talent for the position.

On a recent interview I mentioned my research and passion of a company’s programs in response to that question. My research on the company’s products and programs indicated a weakness in their current approach on a government contract, and that they should have a plan “B” option alternative if funding or the program direction changed due to the new Administration. Short story, about three weeks after my interview, their contract was placed on hold. The whole program is now under government review. Some companies do not want to hear truth, and these are the ones we as candidates need to walk away from.

Bottomline, viable candidates do their homework, understand the program, and can contribute. Hiring personnel and their technical and/or management counterparts need to consider the strength of the interviewee’s character and convictions when they hear the truth in our response. Is this the type of person who I want to help our company survive, overcome, and solve our problems?

Why us? A simple question, but it is a wealth of information for both the interviewer and interviewee.

Blessings and the strength of endurance to all who seek true fulfillment in their employment search.

Surprised that the HR ranks are finally understanding that not every great candidate may have the gift of the gab or look or sound polished enough for recruiters and client managers. But what I have found is that some of the top performers come out of this group of people, who I have seen step up and do extraordinarily well in the roles that are thrust on them. So HR needs to break out of its tired and failed way of recruiting the Madoffs and Sanfords and give the unconventional looking packages a try as well.

That said, good recruiters in IT know IT or are willing to answer your questions by doing further research. Most of our clients interview our contractors at some point in the process, which in your case would have provided you with an opportunity to ask those questions. I’d say that our placing someone without having interacted with the hiring manager is *very much* the exception … so much that I can’t recall a situation like that.

Something to keep in mind is that all organizations are unique. It is not uncommon for the lieutenants to not be 100% on the same page as the generals. It is therefore very difficult for any third-party to know exactly which way the wind is blowing at any given time. We try though … by getting to know the entire IT leadership, not just a single manager. Unfortunately, some companies use Vendor Management or restrain their staffing “partners” with a too-rigid HR process … all of which can lead to *unintended consequences*. In the pursuit of dollar savings or process for process sake they end up undermining some of their own interests.

Thanks for the comment!

I’ve worked two gigs for a large recruiting firm. In both gigs, I was deceived by the actual work and technologies being used. I could have found this out by asking the hiring manager directly what they were using and what they were planning on doing.

In one case, I was told they were migrating ASP to ASP.NET. Got on the job site and not only was that not the case, the hiring manager was actively at war with the CEO on replacing the ASP system with an Oracle system.

So, this issue goes both ways in my honest opinion.