I recently applied for a position at a hospital and was sent an email invitation for a phone interview. The phone interview was conducted by the Clinic Manager and the Director of the unit. They asked me several questions about my experience in the clinical setting and why I wanted to leave my current employer. After the interview concluded, the Director said she would be on vacation the upcoming week, so that I should expect to hear something from them that following week. A month went by when I remembered that I hadn’t heard back from them, so I figured that they must have selected a different candidate. A couple of days later, I received an email from the Clinic Manager asking for me to participate in a video panel interview. Immediately, I was disappointed that they had taken this long to reach back out to me after was expecting to hear back from them in a week. After thinking things through, I decided to withdraw from the position, so I replied to the email thanking them for their time and consideration; however, I never received a response.
Having to wait a month to hear back about the position made me feel that I wasn’t a valued candidate for the position or their organization. If I could provide advice to these interviewers on how to improve the effectiveness of their interviews, I would advise them to reach out to their candidates promptly. Additionally, if they are unsure of which candidate to hire or move forward on the interview process they can use selection measures such as predictive validity to measure applicants on an attribute they are looking for. This will aid them in their hiring decision and process.
