Should I interview someone who ditched an interview before?
up vote
8
down vote
favorite
A year ago I was working for a start-up (in tech) and was supposed to interview this guy (X) at 10 in the morning over Skype.
He did not come online that day and HR could not get in touch with him in the day so he was rejected without any further steps.
Now I am working for a large corporation and by sheer luck I am supposed to interview the same person next week.
Given that his past behaviour was unprofessional, what should I be doing in this case? Should I highlight to HR about his past behaviour and vote for rejection? Or should I recuse myself from the interview to prevent any bias?
interviewing software-industry unprofessional-behavior
asked 5 hours ago
wplace
806
add a comment |
up vote
8
down vote
favorite
A year ago I was working for a start-up (in tech) and was supposed to interview this guy (X) at 10 in the morning over Skype.
He did not come online that day and HR could not get in touch with him in the day so he was rejected without any further steps.
Now I am working for a large corporation and by sheer luck I am supposed to interview the same person next week.
Given that his past behaviour was unprofessional, what should I be doing in this case? Should I highlight to HR about his past behaviour and vote for rejection? Or should I recuse myself from the interview to prevent any bias?
interviewing software-industry unprofessional-behavior
asked 5 hours ago
wplace
806
add a comment |
up vote
8
down vote
favorite
up vote
8
down vote
favorite
A year ago I was working for a start-up (in tech) and was supposed to interview this guy (X) at 10 in the morning over Skype.
He did not come online that day and HR could not get in touch with him in the day so he was rejected without any further steps.
Now I am working for a large corporation and by sheer luck I am supposed to interview the same person next week.
Given that his past behaviour was unprofessional, what should I be doing in this case? Should I highlight to HR about his past behaviour and vote for rejection? Or should I recuse myself from the interview to prevent any bias?
interviewing software-industry unprofessional-behavior
asked 5 hours ago
wplace
806
A year ago I was working for a start-up (in tech) and was supposed to interview this guy (X) at 10 in the morning over Skype.
He did not come online that day and HR could not get in touch with him in the day so he was rejected without any further steps.
Now I am working for a large corporation and by sheer luck I am supposed to interview the same person next week.
Given that his past behaviour was unprofessional, what should I be doing in this case? Should I highlight to HR about his past behaviour and vote for rejection? Or should I recuse myself from the interview to prevent any bias?
interviewing software-industry unprofessional-behavior
interviewing software-industry unprofessional-behavior
asked 5 hours ago
wplace
806
asked 5 hours ago
wplace
806
asked 5 hours ago
wplace
806
asked 5 hours ago
wplace
806
asked 5 hours ago
wplace
806
806
add a comment |
add a comment |
4 Answers
4
active
oldest
votes
up vote
33
down vote
After graduating I had about 15 interviews at different companies. I was prepared for all of them: I knew the way, I knew what message I wanted to convey.
I still ended up getting lost awfully while going to one interview. It was a short, easy way, so I've no idea how this could have happened. I called them to excuse the delay telling them I would be there in 10 min. but then I ended up arriving an hour late, all sweaty and stressed and my phone died in the process, so I couldn't answer their call.
Give him another chance. All of us sometimes behave unprofessionally, no matter how well prepared we are.
Also, keep in mind how often companies behave unprofessionally: disappear after interviews (I'm still waiting for the promised date coordination for a recruitment process that started 3 months ago), are disrespectful, cancel interviews on a very short notice. I'm not saying you behave like that, but many companies do. So also candidates should be cut some slack.
answered 4 hours ago
385703
9,70961851
12
I agree with this. Without knowing the reason for the no-show, calling this behaviour "unprofessional" seems overly judgemental.
– Snow♦
3 hours ago
But doesn't the onus to explain the reason lie on the candidate in this case? His no-show alone was not unprofessional, but the fact that he did not follow-up later could be.
– wplace
55 mins ago
Then use this chance to ask him why he didn't appear last time. Maybe he has a very good reason. Maybe he doesn't. Depending on his answer I would take that into account or not [Note: I would do this question at the end of the interview, otherwise his performance could be affected by this 'issue']
– Ripstein
51 mins ago
1
I wouldn't ask actually @Ripstein because you (read: the OP) are now an agent of a different organisation and should not be questioning the candidate over some off-the-record event at a past organisation. One might argue that it's not even ethical to reveal your knowledge of this event to your new organisation. Maybe. Just have the candidate in for an interview and judge them on the merits of that interview. "I used to work at X and you flaked on an interview there; what gives?" would be pretty unprofessional IMO.
– Lightness Races in Orbit
48 mins ago
I understand you point, @LightnessRacesinOrbit. But if you know your candidate was in the past professional fraudster, you want to be sure he changed his way of life before hiring him, even if you know this fact through previous experience. This is obviously a different situation, but I don't see the harm in checking you are not dealing with an actual unprofessional worker
– Ripstein
44 mins ago
|
show 2 more comments
up vote
14
down vote
Frankly your accusation of being unprofessional is pure conjecture and you don’t have any idea what was going on. Life is life and things happen. Maybe the guy was in a hospital on the operating table when your HR tried to reach him. Worst case, he found out something about your company that you never found out and decided that no contact with that company would be better.
So I suggest that you behave professionally and invite him to the interview, without any prejudice.
edited 16 mins ago
sleske
9,93733655
answered 1 hour ago
gnasher729
81.1k34145257
1
@TheLethalCompany: Right. Fixed :-).
– sleske
15 mins ago
add a comment |
up vote
1
down vote
I think you should inform this as it is to your manager or whoever has put you in the interview panel and let them decide. Something like
Hey, I am scheduled to interview X next week. Incidentally, I recall his name from my last job where I was suppose to interview him and he was a no-show. He may have his own reasons but I was surprised that he did not inform us about this change then or anytime later. Just wanted to inform you before we interview him again. I am happy to interview him ignoring the previous incident but if you think I should not be in the panel now, I am okay with that too.
Mention the incident, mention your concern by giving the candidate enough benefit of doubt, and mention couple of possible alternatives to handle this. Let the manager decide rest.
answered 4 hours ago
PagMax
8,32342141
add a comment |
up vote
0
down vote
About a year ago Skype made some changes that meant that I was unable to log in again. So that this person was not online on Skype as promised could have been Skype's fault.
It's also possible that his internet connection was down that day, or he could have been in an accident preventing him from joining the call as promised.
In each of these cases the candidate should have tried to contact you to explain the situation, but it's possible the candidate was unable to do so in a timely fashion.
So, why did you not hear back? Maybe the candidate contacted the recruiter but the recruiter didn't see a need to let you know.
Maybe the rejection was sent to the candidate before candidate was able to reach out and explain what had happened. In that case it would be quite understandable if the candidate wouldn't bother to respond.
Given that you don't know any of this you shouldn't be as judgmental about the candidate. It sure makes sense for you to let HR know about the past experience. And if you don't think you'd give the candidate a fair evaluation, it's better to have somebody else conduct the interview.
However I think the professional approach would be for you to assume the candidate had a good reason to not show up and conduct the interview in good faith. And then let the people making the final decision know both how the candidate did in the interview and that you had this past experience with the candidate which you don't know the reason for.
answered 2 mins ago
kasperd
85611019
add a comment |
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4 Answers
4
active
oldest
votes
4 Answers
4
active
oldest
votes
active
oldest
votes
active
oldest
votes
up vote
33
down vote
After graduating I had about 15 interviews at different companies. I was prepared for all of them: I knew the way, I knew what message I wanted to convey.
I still ended up getting lost awfully while going to one interview. It was a short, easy way, so I've no idea how this could have happened. I called them to excuse the delay telling them I would be there in 10 min. but then I ended up arriving an hour late, all sweaty and stressed and my phone died in the process, so I couldn't answer their call.
Give him another chance. All of us sometimes behave unprofessionally, no matter how well prepared we are.
Also, keep in mind how often companies behave unprofessionally: disappear after interviews (I'm still waiting for the promised date coordination for a recruitment process that started 3 months ago), are disrespectful, cancel interviews on a very short notice. I'm not saying you behave like that, but many companies do. So also candidates should be cut some slack.
answered 4 hours ago
385703
9,70961851
12
I agree with this. Without knowing the reason for the no-show, calling this behaviour "unprofessional" seems overly judgemental.
– Snow♦
3 hours ago
But doesn't the onus to explain the reason lie on the candidate in this case? His no-show alone was not unprofessional, but the fact that he did not follow-up later could be.
– wplace
55 mins ago
Then use this chance to ask him why he didn't appear last time. Maybe he has a very good reason. Maybe he doesn't. Depending on his answer I would take that into account or not [Note: I would do this question at the end of the interview, otherwise his performance could be affected by this 'issue']
– Ripstein
51 mins ago
1
I wouldn't ask actually @Ripstein because you (read: the OP) are now an agent of a different organisation and should not be questioning the candidate over some off-the-record event at a past organisation. One might argue that it's not even ethical to reveal your knowledge of this event to your new organisation. Maybe. Just have the candidate in for an interview and judge them on the merits of that interview. "I used to work at X and you flaked on an interview there; what gives?" would be pretty unprofessional IMO.
– Lightness Races in Orbit
48 mins ago
I understand you point, @LightnessRacesinOrbit. But if you know your candidate was in the past professional fraudster, you want to be sure he changed his way of life before hiring him, even if you know this fact through previous experience. This is obviously a different situation, but I don't see the harm in checking you are not dealing with an actual unprofessional worker
– Ripstein
44 mins ago
|
show 2 more comments
up vote
33
down vote
After graduating I had about 15 interviews at different companies. I was prepared for all of them: I knew the way, I knew what message I wanted to convey.
I still ended up getting lost awfully while going to one interview. It was a short, easy way, so I've no idea how this could have happened. I called them to excuse the delay telling them I would be there in 10 min. but then I ended up arriving an hour late, all sweaty and stressed and my phone died in the process, so I couldn't answer their call.
Give him another chance. All of us sometimes behave unprofessionally, no matter how well prepared we are.
Also, keep in mind how often companies behave unprofessionally: disappear after interviews (I'm still waiting for the promised date coordination for a recruitment process that started 3 months ago), are disrespectful, cancel interviews on a very short notice. I'm not saying you behave like that, but many companies do. So also candidates should be cut some slack.
answered 4 hours ago
385703
9,70961851
12
I agree with this. Without knowing the reason for the no-show, calling this behaviour "unprofessional" seems overly judgemental.
– Snow♦
3 hours ago
But doesn't the onus to explain the reason lie on the candidate in this case? His no-show alone was not unprofessional, but the fact that he did not follow-up later could be.
– wplace
55 mins ago
Then use this chance to ask him why he didn't appear last time. Maybe he has a very good reason. Maybe he doesn't. Depending on his answer I would take that into account or not [Note: I would do this question at the end of the interview, otherwise his performance could be affected by this 'issue']
– Ripstein
51 mins ago
1
I wouldn't ask actually @Ripstein because you (read: the OP) are now an agent of a different organisation and should not be questioning the candidate over some off-the-record event at a past organisation. One might argue that it's not even ethical to reveal your knowledge of this event to your new organisation. Maybe. Just have the candidate in for an interview and judge them on the merits of that interview. "I used to work at X and you flaked on an interview there; what gives?" would be pretty unprofessional IMO.
– Lightness Races in Orbit
48 mins ago
I understand you point, @LightnessRacesinOrbit. But if you know your candidate was in the past professional fraudster, you want to be sure he changed his way of life before hiring him, even if you know this fact through previous experience. This is obviously a different situation, but I don't see the harm in checking you are not dealing with an actual unprofessional worker
– Ripstein
44 mins ago
|
show 2 more comments
up vote
33
down vote
up vote
33
down vote
After graduating I had about 15 interviews at different companies. I was prepared for all of them: I knew the way, I knew what message I wanted to convey.
I still ended up getting lost awfully while going to one interview. It was a short, easy way, so I've no idea how this could have happened. I called them to excuse the delay telling them I would be there in 10 min. but then I ended up arriving an hour late, all sweaty and stressed and my phone died in the process, so I couldn't answer their call.
Give him another chance. All of us sometimes behave unprofessionally, no matter how well prepared we are.
Also, keep in mind how often companies behave unprofessionally: disappear after interviews (I'm still waiting for the promised date coordination for a recruitment process that started 3 months ago), are disrespectful, cancel interviews on a very short notice. I'm not saying you behave like that, but many companies do. So also candidates should be cut some slack.
answered 4 hours ago
385703
9,70961851
After graduating I had about 15 interviews at different companies. I was prepared for all of them: I knew the way, I knew what message I wanted to convey.
I still ended up getting lost awfully while going to one interview. It was a short, easy way, so I've no idea how this could have happened. I called them to excuse the delay telling them I would be there in 10 min. but then I ended up arriving an hour late, all sweaty and stressed and my phone died in the process, so I couldn't answer their call.
Give him another chance. All of us sometimes behave unprofessionally, no matter how well prepared we are.
Also, keep in mind how often companies behave unprofessionally: disappear after interviews (I'm still waiting for the promised date coordination for a recruitment process that started 3 months ago), are disrespectful, cancel interviews on a very short notice. I'm not saying you behave like that, but many companies do. So also candidates should be cut some slack.
answered 4 hours ago
385703
9,70961851
edited 4 hours ago
answered 4 hours ago
385703
9,70961851
answered 4 hours ago
385703
9,70961851
answered 4 hours ago
385703
9,70961851
9,70961851
12
I agree with this. Without knowing the reason for the no-show, calling this behaviour "unprofessional" seems overly judgemental.
– Snow♦
3 hours ago
But doesn't the onus to explain the reason lie on the candidate in this case? His no-show alone was not unprofessional, but the fact that he did not follow-up later could be.
– wplace
55 mins ago
Then use this chance to ask him why he didn't appear last time. Maybe he has a very good reason. Maybe he doesn't. Depending on his answer I would take that into account or not [Note: I would do this question at the end of the interview, otherwise his performance could be affected by this 'issue']
– Ripstein
51 mins ago
1
I wouldn't ask actually @Ripstein because you (read: the OP) are now an agent of a different organisation and should not be questioning the candidate over some off-the-record event at a past organisation. One might argue that it's not even ethical to reveal your knowledge of this event to your new organisation. Maybe. Just have the candidate in for an interview and judge them on the merits of that interview. "I used to work at X and you flaked on an interview there; what gives?" would be pretty unprofessional IMO.
– Lightness Races in Orbit
48 mins ago
I understand you point, @LightnessRacesinOrbit. But if you know your candidate was in the past professional fraudster, you want to be sure he changed his way of life before hiring him, even if you know this fact through previous experience. This is obviously a different situation, but I don't see the harm in checking you are not dealing with an actual unprofessional worker
– Ripstein
44 mins ago
|
show 2 more comments
12
I agree with this. Without knowing the reason for the no-show, calling this behaviour "unprofessional" seems overly judgemental.
– Snow♦
3 hours ago
But doesn't the onus to explain the reason lie on the candidate in this case? His no-show alone was not unprofessional, but the fact that he did not follow-up later could be.
– wplace
55 mins ago
Then use this chance to ask him why he didn't appear last time. Maybe he has a very good reason. Maybe he doesn't. Depending on his answer I would take that into account or not [Note: I would do this question at the end of the interview, otherwise his performance could be affected by this 'issue']
– Ripstein
51 mins ago
1
I wouldn't ask actually @Ripstein because you (read: the OP) are now an agent of a different organisation and should not be questioning the candidate over some off-the-record event at a past organisation. One might argue that it's not even ethical to reveal your knowledge of this event to your new organisation. Maybe. Just have the candidate in for an interview and judge them on the merits of that interview. "I used to work at X and you flaked on an interview there; what gives?" would be pretty unprofessional IMO.
– Lightness Races in Orbit
48 mins ago
I understand you point, @LightnessRacesinOrbit. But if you know your candidate was in the past professional fraudster, you want to be sure he changed his way of life before hiring him, even if you know this fact through previous experience. This is obviously a different situation, but I don't see the harm in checking you are not dealing with an actual unprofessional worker
– Ripstein
44 mins ago
12
12
I agree with this. Without knowing the reason for the no-show, calling this behaviour "unprofessional" seems overly judgemental.
– Snow♦
3 hours ago
I agree with this. Without knowing the reason for the no-show, calling this behaviour "unprofessional" seems overly judgemental.
– Snow♦
3 hours ago
But doesn't the onus to explain the reason lie on the candidate in this case? His no-show alone was not unprofessional, but the fact that he did not follow-up later could be.
– wplace
55 mins ago
But doesn't the onus to explain the reason lie on the candidate in this case? His no-show alone was not unprofessional, but the fact that he did not follow-up later could be.
– wplace
55 mins ago
Then use this chance to ask him why he didn't appear last time. Maybe he has a very good reason. Maybe he doesn't. Depending on his answer I would take that into account or not [Note: I would do this question at the end of the interview, otherwise his performance could be affected by this 'issue']
– Ripstein
51 mins ago
Then use this chance to ask him why he didn't appear last time. Maybe he has a very good reason. Maybe he doesn't. Depending on his answer I would take that into account or not [Note: I would do this question at the end of the interview, otherwise his performance could be affected by this 'issue']
– Ripstein
51 mins ago
1
1
I wouldn't ask actually @Ripstein because you (read: the OP) are now an agent of a different organisation and should not be questioning the candidate over some off-the-record event at a past organisation. One might argue that it's not even ethical to reveal your knowledge of this event to your new organisation. Maybe. Just have the candidate in for an interview and judge them on the merits of that interview. "I used to work at X and you flaked on an interview there; what gives?" would be pretty unprofessional IMO.
– Lightness Races in Orbit
48 mins ago
I wouldn't ask actually @Ripstein because you (read: the OP) are now an agent of a different organisation and should not be questioning the candidate over some off-the-record event at a past organisation. One might argue that it's not even ethical to reveal your knowledge of this event to your new organisation. Maybe. Just have the candidate in for an interview and judge them on the merits of that interview. "I used to work at X and you flaked on an interview there; what gives?" would be pretty unprofessional IMO.
– Lightness Races in Orbit
48 mins ago
I understand you point, @LightnessRacesinOrbit. But if you know your candidate was in the past professional fraudster, you want to be sure he changed his way of life before hiring him, even if you know this fact through previous experience. This is obviously a different situation, but I don't see the harm in checking you are not dealing with an actual unprofessional worker
– Ripstein
44 mins ago
I understand you point, @LightnessRacesinOrbit. But if you know your candidate was in the past professional fraudster, you want to be sure he changed his way of life before hiring him, even if you know this fact through previous experience. This is obviously a different situation, but I don't see the harm in checking you are not dealing with an actual unprofessional worker
– Ripstein
44 mins ago
|
show 2 more comments
up vote
14
down vote
Frankly your accusation of being unprofessional is pure conjecture and you don’t have any idea what was going on. Life is life and things happen. Maybe the guy was in a hospital on the operating table when your HR tried to reach him. Worst case, he found out something about your company that you never found out and decided that no contact with that company would be better.
So I suggest that you behave professionally and invite him to the interview, without any prejudice.
edited 16 mins ago
sleske
9,93733655
answered 1 hour ago
gnasher729
81.1k34145257
1
@TheLethalCompany: Right. Fixed :-).
– sleske
15 mins ago
add a comment |
up vote
14
down vote
Frankly your accusation of being unprofessional is pure conjecture and you don’t have any idea what was going on. Life is life and things happen. Maybe the guy was in a hospital on the operating table when your HR tried to reach him. Worst case, he found out something about your company that you never found out and decided that no contact with that company would be better.
So I suggest that you behave professionally and invite him to the interview, without any prejudice.
edited 16 mins ago
sleske
9,93733655
answered 1 hour ago
gnasher729
81.1k34145257
1
@TheLethalCompany: Right. Fixed :-).
– sleske
15 mins ago
add a comment |
up vote
14
down vote
up vote
14
down vote
Frankly your accusation of being unprofessional is pure conjecture and you don’t have any idea what was going on. Life is life and things happen. Maybe the guy was in a hospital on the operating table when your HR tried to reach him. Worst case, he found out something about your company that you never found out and decided that no contact with that company would be better.
So I suggest that you behave professionally and invite him to the interview, without any prejudice.
edited 16 mins ago
sleske
9,93733655
answered 1 hour ago
gnasher729
81.1k34145257
Frankly your accusation of being unprofessional is pure conjecture and you don’t have any idea what was going on. Life is life and things happen. Maybe the guy was in a hospital on the operating table when your HR tried to reach him. Worst case, he found out something about your company that you never found out and decided that no contact with that company would be better.
So I suggest that you behave professionally and invite him to the interview, without any prejudice.
edited 16 mins ago
sleske
9,93733655
answered 1 hour ago
gnasher729
81.1k34145257
edited 16 mins ago
sleske
9,93733655
edited 16 mins ago
sleske
9,93733655
edited 16 mins ago
sleske
9,93733655
9,93733655
answered 1 hour ago
gnasher729
81.1k34145257
answered 1 hour ago
gnasher729
81.1k34145257
answered 1 hour ago
gnasher729
81.1k34145257
81.1k34145257
1
@TheLethalCompany: Right. Fixed :-).
– sleske
15 mins ago
add a comment |
1
@TheLethalCompany: Right. Fixed :-).
– sleske
15 mins ago
1
1
@TheLethalCompany: Right. Fixed :-).
– sleske
15 mins ago
@TheLethalCompany: Right. Fixed :-).
– sleske
15 mins ago
add a comment |
up vote
1
down vote
I think you should inform this as it is to your manager or whoever has put you in the interview panel and let them decide. Something like
Hey, I am scheduled to interview X next week. Incidentally, I recall his name from my last job where I was suppose to interview him and he was a no-show. He may have his own reasons but I was surprised that he did not inform us about this change then or anytime later. Just wanted to inform you before we interview him again. I am happy to interview him ignoring the previous incident but if you think I should not be in the panel now, I am okay with that too.
Mention the incident, mention your concern by giving the candidate enough benefit of doubt, and mention couple of possible alternatives to handle this. Let the manager decide rest.
answered 4 hours ago
PagMax
8,32342141
add a comment |
up vote
1
down vote
I think you should inform this as it is to your manager or whoever has put you in the interview panel and let them decide. Something like
Hey, I am scheduled to interview X next week. Incidentally, I recall his name from my last job where I was suppose to interview him and he was a no-show. He may have his own reasons but I was surprised that he did not inform us about this change then or anytime later. Just wanted to inform you before we interview him again. I am happy to interview him ignoring the previous incident but if you think I should not be in the panel now, I am okay with that too.
Mention the incident, mention your concern by giving the candidate enough benefit of doubt, and mention couple of possible alternatives to handle this. Let the manager decide rest.
answered 4 hours ago
PagMax
8,32342141
add a comment |
up vote
1
down vote
up vote
1
down vote
I think you should inform this as it is to your manager or whoever has put you in the interview panel and let them decide. Something like
Hey, I am scheduled to interview X next week. Incidentally, I recall his name from my last job where I was suppose to interview him and he was a no-show. He may have his own reasons but I was surprised that he did not inform us about this change then or anytime later. Just wanted to inform you before we interview him again. I am happy to interview him ignoring the previous incident but if you think I should not be in the panel now, I am okay with that too.
Mention the incident, mention your concern by giving the candidate enough benefit of doubt, and mention couple of possible alternatives to handle this. Let the manager decide rest.
answered 4 hours ago
PagMax
8,32342141
I think you should inform this as it is to your manager or whoever has put you in the interview panel and let them decide. Something like
Hey, I am scheduled to interview X next week. Incidentally, I recall his name from my last job where I was suppose to interview him and he was a no-show. He may have his own reasons but I was surprised that he did not inform us about this change then or anytime later. Just wanted to inform you before we interview him again. I am happy to interview him ignoring the previous incident but if you think I should not be in the panel now, I am okay with that too.
Mention the incident, mention your concern by giving the candidate enough benefit of doubt, and mention couple of possible alternatives to handle this. Let the manager decide rest.
answered 4 hours ago
PagMax
8,32342141
answered 4 hours ago
PagMax
8,32342141
answered 4 hours ago
PagMax
8,32342141
answered 4 hours ago
PagMax
8,32342141
8,32342141
add a comment |
add a comment |
up vote
0
down vote
About a year ago Skype made some changes that meant that I was unable to log in again. So that this person was not online on Skype as promised could have been Skype's fault.
It's also possible that his internet connection was down that day, or he could have been in an accident preventing him from joining the call as promised.
In each of these cases the candidate should have tried to contact you to explain the situation, but it's possible the candidate was unable to do so in a timely fashion.
So, why did you not hear back? Maybe the candidate contacted the recruiter but the recruiter didn't see a need to let you know.
Maybe the rejection was sent to the candidate before candidate was able to reach out and explain what had happened. In that case it would be quite understandable if the candidate wouldn't bother to respond.
Given that you don't know any of this you shouldn't be as judgmental about the candidate. It sure makes sense for you to let HR know about the past experience. And if you don't think you'd give the candidate a fair evaluation, it's better to have somebody else conduct the interview.
However I think the professional approach would be for you to assume the candidate had a good reason to not show up and conduct the interview in good faith. And then let the people making the final decision know both how the candidate did in the interview and that you had this past experience with the candidate which you don't know the reason for.
answered 2 mins ago
kasperd
85611019
add a comment |
up vote
0
down vote
About a year ago Skype made some changes that meant that I was unable to log in again. So that this person was not online on Skype as promised could have been Skype's fault.
It's also possible that his internet connection was down that day, or he could have been in an accident preventing him from joining the call as promised.
In each of these cases the candidate should have tried to contact you to explain the situation, but it's possible the candidate was unable to do so in a timely fashion.
So, why did you not hear back? Maybe the candidate contacted the recruiter but the recruiter didn't see a need to let you know.
Maybe the rejection was sent to the candidate before candidate was able to reach out and explain what had happened. In that case it would be quite understandable if the candidate wouldn't bother to respond.
Given that you don't know any of this you shouldn't be as judgmental about the candidate. It sure makes sense for you to let HR know about the past experience. And if you don't think you'd give the candidate a fair evaluation, it's better to have somebody else conduct the interview.
However I think the professional approach would be for you to assume the candidate had a good reason to not show up and conduct the interview in good faith. And then let the people making the final decision know both how the candidate did in the interview and that you had this past experience with the candidate which you don't know the reason for.
answered 2 mins ago
kasperd
85611019
add a comment |
up vote
0
down vote
up vote
0
down vote
About a year ago Skype made some changes that meant that I was unable to log in again. So that this person was not online on Skype as promised could have been Skype's fault.
It's also possible that his internet connection was down that day, or he could have been in an accident preventing him from joining the call as promised.
In each of these cases the candidate should have tried to contact you to explain the situation, but it's possible the candidate was unable to do so in a timely fashion.
So, why did you not hear back? Maybe the candidate contacted the recruiter but the recruiter didn't see a need to let you know.
Maybe the rejection was sent to the candidate before candidate was able to reach out and explain what had happened. In that case it would be quite understandable if the candidate wouldn't bother to respond.
Given that you don't know any of this you shouldn't be as judgmental about the candidate. It sure makes sense for you to let HR know about the past experience. And if you don't think you'd give the candidate a fair evaluation, it's better to have somebody else conduct the interview.
However I think the professional approach would be for you to assume the candidate had a good reason to not show up and conduct the interview in good faith. And then let the people making the final decision know both how the candidate did in the interview and that you had this past experience with the candidate which you don't know the reason for.
answered 2 mins ago
kasperd
85611019
About a year ago Skype made some changes that meant that I was unable to log in again. So that this person was not online on Skype as promised could have been Skype's fault.
It's also possible that his internet connection was down that day, or he could have been in an accident preventing him from joining the call as promised.
In each of these cases the candidate should have tried to contact you to explain the situation, but it's possible the candidate was unable to do so in a timely fashion.
So, why did you not hear back? Maybe the candidate contacted the recruiter but the recruiter didn't see a need to let you know.
Maybe the rejection was sent to the candidate before candidate was able to reach out and explain what had happened. In that case it would be quite understandable if the candidate wouldn't bother to respond.
Given that you don't know any of this you shouldn't be as judgmental about the candidate. It sure makes sense for you to let HR know about the past experience. And if you don't think you'd give the candidate a fair evaluation, it's better to have somebody else conduct the interview.
However I think the professional approach would be for you to assume the candidate had a good reason to not show up and conduct the interview in good faith. And then let the people making the final decision know both how the candidate did in the interview and that you had this past experience with the candidate which you don't know the reason for.
answered 2 mins ago
kasperd
85611019
answered 2 mins ago
kasperd
85611019
answered 2 mins ago
kasperd
85611019
answered 2 mins ago
kasperd
85611019
85611019
add a comment |
add a comment |
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