The response: Someone "more suited" to the job had been hired. "Well, I could have guessed that," said Ms. Roberson, who works in health-care IT.
面试官的回复是:他们找到了“更适合”那个职位的人选。罗伯森说:“好吧,我都能猜到这个回答。”现在她在医疗IT行业工作。
Such exchanges frustrate job seekers, especially those who have been searching for long periods and desperately want some insight into how they are viewed by hiring managers.
如此这般的交流会让求职者心生沮丧,而那些找了很长时间工作、迫切希望深入了解招聘经理如何看待他们的求职者更是如此。
Providge Consulting, a Delaware-based consulting firm, has a policy to keep candidates apprised at every step of its hiring process and scores candidates on a range of criteria to keep its decisions as objective as possible.
特拉华州咨询公司Providge Consulting制订了一项政策,在其招聘流程中的每一步都会通知求职者消息,依据一系列标准给他们评分,以此使招聘决定尽可能保持客观。
But when the reasons for a rejection can't be boiled down to more clear-cut measures like experience or education, HR managers "attempt to minimize those conversations," said Tara Teaford, director of operations. That may mean offering a vague response, adding that the company will reach out if appropriate positions arise in the future.
该公司运营总监塔拉?蒂福德(Tara Teaford)称,如果求职者遭拒的原因不能以比较明确的标准来归结的话,比如工作经验或教育经历等,人事经理则会“试图简单应对那些谈话”。这可能意味着他们会给出含糊其辞的回复,另外还会补充说,如果未来有合适的职位,他们还会联系你。
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