大多数求职者都很感激这次帮助,但总的说来对反馈的反应各有不同。有一名求职者抱怨称15分钟的评论时间还不够长。其他人承认,他们并未仔细想过他们能给潜在雇主做出什么贡献,这也是最常见的批评。
HireArt has since decided to offer a limited number of weekly feedback sessions. But as the company weighs scaling up the service to more users, it is also wrestling with questions about how people absorb and use constructive criticism. It can be difficult to hear "negative information about yourself, especially when you're already in a vulnerable position," says Ms. Sharef.
自那以后,HireArt决定每周提供少量面试反馈机会。然而,就在该公司考虑扩大规模向更多用户提供这项服务时,它也受困于有关大家是如何吸取利用建设性批评的问题。沙勒夫说,听到“关于自己的负面信息,特别是当你已经身处脆弱境地时”可能会很不好受。
Companies' job-application software could provide another source of feedback, albeit automated, suggests John Sullivan, a management professor at San Francisco State University.
旧金山州立大学(San Francisco State University)管理学教授约翰?沙利文(John Sullivan)建议,企业的求职软件能充当另一个反馈来源,尽管它的反馈是自动生成的。
These applicant-tracking systems, which are used by almost every large employer, score candidates based on rough measures like the number of keyword matches between a job description and a résumé. Employers could theoretically send candidates their scores, says Mr. Sullivan.
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