After the interview
You have been to a client for an interview, now what? You need feedback.
Usually consultants will ask you or expect you to give them feedback. If you have to deal with a client directly, then Human Resources (HR) will expect your feedback.
But why should you give feedback to a consultant, to HR or to the client? And what type of feedback should you give?
The HR division or recruitment consultants have already built a relationship with the people who interviewed you: the line managers. They will have a better knowledge of the employer and will be able to better counsel you with constructive comments relating to whether you should accept a position with that company or rather drop it.
A feedback session will also enable you to objectively decide whether the position is really one that is in line with what you want or need for the next career move.
There are things you should look out for and take into consideration before accepting an opportunity.
Usually, successful interviews last a little longer. There is the odd client who interviews for only ten minutes or even less, but the usual time would be anywhere from thirty minutes to two hours, depending on the position and the client. This is why feedback is always important.
It is good to remember who you met with and the designation of the interviewer. This will give you an indication of how long the process will take. It is almost always a good sign when the interviewer introduces you to other people during the interview or shows you their premises.
It is important to voice your thoughts on the people or person you met with to your consultant or HR. This will also help you decide whether you are able to work with the person or not. Trust your instincts. Also, look around and get a feeling for the environment and the culture of the company, and clarify anything you do not understand with the person you are feeding back too.
Treat every interview the same, whether it is your first, second, third or even seventh interview with the same client: always treat it like it’s the first. Never assume you have the position; arrogance will definitely knock you out of the process. Also, never assume that the person you have met before has relayed the information from that particular meeting.
The purpose of the interview is to really understand whether you can do the job. Clients do not hire you for what you want to become but for what value and skills you can already add. So when giving feedback to HR or to your consultant, reiterate how you think you can add value.
Also let your consultant or HR know if the interviewer made any references to another interview or testing that should be done. They will help you speed up the process.
When you have any concerns about the position, the company, the situation, etc., speak up. Do not leave it and hope it will go away or come right once you have accepted an offer. It won’t; it will get worse. Address all your concerns upfront with HR and your consultant; you can even mention it to the client in a follow-up interview. If it is not in line with your career plan, then you really should discuss it openly and decide whether it’s really worth you pursuing the opportunity.