If the interview fails, is it necessary to ask why?

If the interview fails, is it necessary to ask the reason?

If the interview fails, is it necessary to ask the reason? I believe many people have experienced interviews. It is a long process from preparing for the interview, participating in the interview, and waiting for the interview result. If the result is a failure, many people may not understand the reason for their failure and want to ask. So today we will talk about whether it is necessary to ask the reason if the interview fails. If the interview fails, is it necessary to ask the reason? 1

Make sure you have not been admitted. After the interview, some companies will choose to politely inform applicants that their job application has failed, but most companies selectively ignore it because there are too many applicants. Job seekers can judge their admission results based on online announcements, asking other relevant job seekers, etc. If there is really no other way, you can also choose to call and ask at the appropriate time. Calling to inquire is asking to determine whether the company has made any omissions. Sometimes various factors may lead to omissions.

Try not to ask why you failed. Generally speaking, there is no need to make this call, because whether or not the interview is passed is the result of many reasons and effects, and it is not just a matter of the job seeker's personal ability.

If the applicant’s ability has been recognized by HR, but you are still not admitted in the end, it may be that the company’s internal recruitment plan has changed, or the leader’s personal There are great possibilities for changes in requirements, or even omissions in HR's personal work. But when job seekers call to inquire, they usually only get a evasive answer, which doesn't make much sense. Because interviewers are worried that job seekers will be confused, most of them will avoid important topics and talk about irrelevant topics. There is also a very high possibility that the person who called you to inform you is just the office clerk. He has no right to decide whether you are admitted or not, and he does not even know the reason why you are not admitted.

If the job seeker himself does not meet the company's requirements, he will not tell the interviewer about his own problems. This is not to say that interviewers are necessarily bad. One situation is that the applicant is not very capable, another situation may be that the applicant's conditions are too good, and the company feels that you are unstable in this position, so it would rather choose an applicant with average ability but more stability.

If the job seeker has a good relationship with the interviewer, you can give it a try and get inside information. Or just contact other job seekers, collect information, and speculate. But I think if this job doesn’t work, then we shouldn’t get hung up on it. After all, there are so many jobs. If this job doesn’t work, just try another job. There will always be a job that suits you.

Here is a little trick. During the job recruitment process, you will definitely meet your peers and interview with the same company together. In this way, several people can temporarily leave their contact information, keep in touch with each other, and exchange news, so as not to make themselves too passive. Even if you fail to find a job in the end, it would be nice to have a few more friends. If the interview fails, is it necessary to ask the reason? 2

Asking if you don’t understand is always a good quality that is fully encouraged. But when it comes to interviews, there are still a lot of things to pay attention to and techniques for asking or not asking.

If you know that the interview failed, should you ask the interviewer why it failed so as to improve yourself?

My answer is: It’s best not to.

Why?

01. Each company has different requirements for talents. The reason for the failure of the last interview is not referenceable.

After all, the real reason can be summarized in one sentence: You and the company recruit The positions do not match.

However, this is unlikely to be an issue to pay attention to in your next interview.

What do you mean? Let's give an example to illustrate.

If you go to a company for an interview, the department leader for this position is a conservative person, so his requirements for job applicants for this position are to look meticulous, be steady, and do things in an orderly manner.

But after the interview, you find that your mind is jumping. You have many ideas, but there seems to be no necessary logical connection between them. You are unwilling to follow certain routines and procedures. You can imagine the outcome of this interview.

If you take the initiative to ask yourself why you were not hired at this time, the interviewer is likely to give reasons such as "it jumped too fast and is illogical."

However, it is very likely that in Company B where you will be interviewing next time, the subordinates appreciated by the leader are more flexible and have flexible and active thinking. The same person, with the same interview performance, will be evaluated by the company as "smart, flexible, and full of ideas" and is a satisfactory candidate for Company B.

And if you follow the advice of the interviewer at Company A and deliberately appear firm and follow the rules during the interview at Company B, you may miss out on the position at Company B.

02. The reason for interview failure is generally negative evaluation, which will cause us psychological burden

During the interview process, different companies and interviewers have different preferences for originally neutral personality traits. On the one hand, sometimes they have different standards for seemingly objective hard conditions.

For example, we may find in the recruitment information of many companies that job seekers are required to "have good communication and cooperation skills."

What is good communication and cooperation skills? Don’t you think this is nonsense? That is, it can handle the leaders and colleagues of each department, and all cross-department and non-cross-department cooperation matters can be handled!

Then let me ask another question: What kind of personality do you think job seekers can use to deal with this problem?

This problem may vary greatly in different departments of different companies. In some places, maybe in order to keep lowering their bodies, they often invite everyone to drink a cup of milk tea and drink some wine before getting together; in some places, if you want to succeed, you need to be more powerful and high-pressure.

If your personality is simply inconsistent with the employer’s requirements, then you will be rated as having “poor communication and collaboration skills.”

Obviously, I think I have decades of good communication and collaboration skills. If I evaluate the interview this way, I will have deep doubts about my own knowledge.

On the other hand, even experienced interviewers must have a one-sided understanding and knowledge of us, and some judgments may be wrong.

At this time, evaluating yourself through their negative evaluations will not only make you more self-doubt, but will not be of much value in improving future interviews.

03. Taking the initiative to review and summarize the interview process is more effective than asking the interviewer why the interview failed.

I want to improve my interview performance by letting the interviewer tell me the reasons why I failed the interview. score. The idea is well intentioned, but we have more efficient and reliable ways to achieve this goal.

This method is active review.

This re-selling process can be divided into the following steps:

First, restore the entire interview process from memory, see what questions the interviewer asked before and after, and which node may be done You made the decision not to hire us, why?

Secondly, to restore the performance of the entire interview, which questions did you obviously feel your answers were not good enough, and how did you make adjustments afterwards?

Finally, analyze the interviewer’s overall interview logic and thinking from the interview process, analyze his real weaknesses through his performance in the interview, and then think about how to make up for these weaknesses.

In addition, it should be noted that we mentioned the issue of personality traits earlier. Generally speaking, the interviewer's investigation of job applicants is roughly divided into two parts:

Professional knowledge, experience and skills, and personal personality characteristics.

It is recommended to focus on improving professional knowledge, experience and skills in the summary and review of the interview process, better refine your past experience, learn in time, and make up for your lack of professional knowledge and skills; < /p>

But in terms of personal characteristics, don’t deliberately guess and cater to the interviewer’s preferences, and package yourself into a type that the interviewer appreciates and likes.

Because a person’s characteristics cannot change to a great extent in a short period of time, even if he is hired in disguise, it will be very painful after joining the job. The interview failed. Do you want to ask the interviewer why you failed?

My suggestion is negative, because the reasons given by the interviewer are often negative evaluations, but this negative evaluation often has no reference value for our future interviews, and will also It increases the psychological burden on us during the job search process and makes it easy for us to have self-doubt.

The truly effective method is to summarize and review each interview, identify weak links in professional knowledge, experience and skills, conduct timely surprise studies, and further explore past learning and work experience in the new job. matches in .

Yes, but to be honest, even if you ask, you can’t ask why. If the interviewer is busy, he may answer well. For example, "Your conditions are very good in all aspects, but you are not suitable for this position in our company at this stage. I look forward to future cooperation."

And failure in the interview is sometimes not necessarily your own. The problem involves many factors. In short, just go to the next one. As long as you are prepared, do your homework in advance, and make sure you have a clear conscience, you will always find a good job and a good company that is a good match for you.