Front-End Developer Yevgeny Zyuskin shared a story from his own experience about how, due to poor communication between the team lead and the recruiter, he was rejected despite positive feedback after completing a test task.
Front-End Developer Yevgeny Zyuskin shared a story from his own experience about how, due to poor communication between the team lead and the recruiter, he was rejected despite positive feedback after completing a test task.
«I continue to learn about the world. Do you think it’s right that the team leader was not informed of the rejection? And who should have the final say anyway?» he asked the community and published screenshots of the correspondence with the team leader and the recruiter.
Yevhen asked the team leader to give feedback on his test. And in response, he received praise for «the best and most implemented test task.»
However, at that time, the developer already knew that he would not receive the offer, and informed the team leader about this, who, according to him, knew nothing about the rejection.
Yevhen also posted a correspondence with the recruiter, which states that the reason for the rejection was insufficient experience. According to the developer, there was no interview with management or the team leader, and the decision was made based on the candidate’s resume.
The developer said that after responding to Djinni, he received a lead contact who needed to upload examples of completed projects. @After that, I received the test task specifications, completed them, and uploaded them. Then I received a message that HR would contact me, and so he contacted me, offered an interview, then he clarified something there for a few days, and then the whole thing started. I just uploaded the final part of the correspondence. There were no calls or interviews, so I don’t know what other skills they could have seen,» describes Yevhen.
In the comments, IT users are outraged by this turn of events.
«Some kind of gesture. So a well-written test still didn’t convince them that the qualifications were sufficient? It’s kind of strange,» notes Artem Pelevin, Android Developer.
Ilya Vernygora, Backend Engineer, believes that the final word should be with future colleagues, that is, with the team that hires the person. «It’s not like, ‘Here’s a developer and work with him,’ because as a recruiter/HR I spent a maximum of 1 day with him at interviews/calls at best, and you should be comfortable working with him from a conditional 0.5 year to infinity. You need to ask the developers for their opinion, or choose from these 2-3 candidates who you want to work with. That would be right,» he believes.
«I wouldn’t be surprised if it turns out that the management isn’t aware either, and the recruiter simply didn’t see that the 'candidate is burning with desire and motivation',» says Kateryna Vishnyakova, Senior Game Artist, ironically.
IT Recruiter Natalia Hromadska suggests that the man was rejected not because of his technical skills. «For other reasons that they couldn’t tell you openly. And the same decision could have been made by the same person who answered you about the technical, but they just dumped this unpleasant mission on the recruiter. They will be hated by one more candidate, one less, it doesn’t matter. But he turned out to be good and good. (a little behind the scenes of the selection process),» she wrote.
Customer Support Manager Oleksandra Levadska modeled her behavior in a similar story: «I would send the first screenshot to the second chat.»
