Submitted 3 months ago by Tekkip20@lemmy.world to nostupidquestions@lemmy.world
I know this isn’t what you want to hear, but they are basically saying that you wouldn’t be a good fit with the team.
Now as for the exact reasoning they will probably not tell you, as ambiguous rejections are easier to manage. But to me that sounds like they think you need guidance / support that they cannot offer (read: don’t have the budget for).
Not saying I agree with any of it, mind you. Just giving my interpretation
I work for a quickly growing startup and this reason given is a lot more clear than I expected. I’d believe them. Not everyone does well with little direction. In fact, most don’t do well. They’re probably looking for someone that is highly motivated, can learn quickly on their own, and make decisions and take action with little to no direction. Also, with a small team fit is probably the biggest thing they’re looking for. If they don’t have confidence you’d clic with the other members then they won’t go forward.
For our in house IT team (which is like 4 people in a company of 200 separate companies to support), all of them have been head hunted from other large companies and have a proven track record of growing their own teams. They’ve all been leaders (director, etc) in previous jobs.
we think you’d be best with a bigger team with a better support network
Probably dodged a bullet anyway since there’s only 3 technicians and they’re putting a lot of responsibility for the shit payment they’re handing out.
That really seems to answer the question, and I don’t think you need to assume any discrimination from them.
They’re a small team, they need someone to come in and hit the ground running. They feel like you’d need training/support despite your technical knowledge.
Don’t get hung up on job rejections, just move onto the next. It’s a numbers game.
Shit sandwich where you put a negative between two positive is a common bad communicatipn/management practice.
Another classic one is to not close the door to another application shall the hired candidate not meet expectations
If done well it’s called constructive feedback, not bad communication.
The problem is that many folks feel like it’s the only feedback tool in the toolbox, and the praises can seem less sincere over time, as some managers think they need to find something positive every single time. This can make it less efficient or sincere, so it’s good to have some variety.
What is bad about the shit sandwich as a communication technique?
I had a manager who made shit sandwiches daily.
Every time you heard, “Hey, good job out there…” You knew the “But” was coming, so it was impossible to get any positivity from the good part, because it just became an omen for impending criticism.
He didn’t need to say anything, in fact, he didn’t need to call you to say you didn’t get it. Take it as advice, not grounds for a discrimination suit since that’s not going anywhere. You’re being told you need experience to hit the ground running and not be a training liability for this particular job.
We don’t have any contact with candidates after the interview apart from a firm rejection. I’d love to provide feedback and advice to people but legal won’t let us.
One of my friends is looking for a job and he never gets feedback when he is rejected. It never occurred to me it could be because the legal team had a stick up their asses.
Yea, I was a manager at multiple jobs and wasn’t allowed to give interview feedback for this reason, they were afraid anything I said would be fuel for a wrongful rejection lawsuit.
What is this bullshit? For the record, I’m deaf with hearing aids, this has gotta be grounds for discrimination surely?
Only if you can prove that’s the case. I’m guessing they very carefully avoided any mention of any disabilities while explaining why they didn’t hire you, though.
Probably dodged a bullet anyway since there’s only 3 technicians and they’re putting a lot of responsibility for the shit payment they’re handing out.
It’s possible they know that you realized that. they probably want to lowball somebody as much as possible and you know what you’re actually worth.
either way… definitely a dodged bullet.
yggdar@lemmy.world 3 months ago
Sounds like they think you’re not independent enough for the position. If it is a small team, they might need someone who can immediately start being productive, while they think you will need more coaching to get up to speed.
No need to drag any disabilities into this.
ramble81@lemm.ee 3 months ago
Ding ding ding. This is the exact answer I’d give someone who I didn’t think was independent or self sufficient enough and would require training or additional time and energy from the team that there isn’t time for.
No clue where the disabilities part comes in.
lordnikon@lemmy.world 3 months ago
yeah sounds like they think you need mentorship and their team can’t provide that more than anything else. You maybe be knowledgeable but how much experience do you have. It’s very different to knowledge from a book than having experience with adapt to changing technology or dealing with stuff you don’t have any knowledge of. I can’t tell you how many people i had to turn down cause they could pass the cert test but could not walk me through how they would troubleshoot a problem. It was more if it’s this than do this and if we tried to go any deeper than that they kinda froze. Anyone with experience will tell you certs are a great start but they are only 1/3 of what you need.