u/FerretBunchanumbers

The amount of managers, area managers, hirers and HR who are getting me in for interview just to reject me due to commute, experience etc. when my location is up top and my jobs are detailed is crazy.

I was made redundant a few months ago, and nearly every interviewer thinks I'm still in my last job, despite it showing the month it ended.

Each job, location and date is in BOLD HEADLINE and they're tasked with judging people's skills. 😂

As the interviewer, I ask further questions if I want more info.

But as interviewee, I feel sometimes I don't get to say 'enough'. Depends on what's asked and flow of conversation.

Like if I'm asked about KPIs, I start going through them, the hows and whys, but partway through interviewer chimes in with some agreement or relatable experience... and asks the next question.

My feedback? I was great! But they wanted me to talk more about KPIs!

Is there a non-psycho way to drag them back? Or frame the answer so they know I can speak for a while about it? Or do I accept these are excuses for when interviewers just don't like a guy? Or are most people rubbish at interviewing others?

I learn from constructive feedback, but my reaction (internally) can be "well you should've asked me then". I always ask at the end of interviews if they want me to go more detail into an answer or any concerns. They always lie and say no.

As the interviewer, I ask further questions if I want more info.

But as interviewee, I feel sometimes I don't get to say 'enough'. Depends on what's asked and flow of conversation.

Like if I'm asked about KPIs, I start going through them, the hows and whys, but partway through interviewer chimes in with some agreement or relatable experience... and asks the next question.

My feedback? I was great! But they wanted me to talk more about KPIs!

Is there a non-psycho way to drag them back? Or frame the answer so they know I can speak for a while about it? Or do I accept these are excuses for when interviewers just don't like a guy? Or are most people rubbish at interviewing others?

I learn from constructive feedback, but my reaction (internally) can be "well you should've asked me then". I always ask at the end of interviews if they want me to go more detail into an answer or any concerns. They always lie and say no.

As the interviewer, I ask further questions if I want more info.

But as interviewee, sometimes I don't get to say 'enough'. Depends on what's asked and flow of conversation.

Maybe they'll ask about KPIs, I'll say "we had UPT, that's important because X, I improved it doing Y, also Conversion where..." and they'll chime in "oh yes, that's a good idea with UPT, we do that here. Tell me about a time..." and on to the next question.

Then my rejection feedback is I was great, but they wanted me to talk about KPIs. Or, more insultingly, that I didn't know about KPIs!

Is there even a way to drag them back to the subject and finish the answer and give them all that juicy info, or do I accept these are excuses for when interviewers just don't like a guy? Or are most people rubbish at interviewing others?

Nearly every time I got feedback, I try to learn from it, but my response (internally) was "well you should've asked me". Especially as I always ask at the end of interviews if there's any area they wanted me to go more detail into or any concerns. They always lie and say no.

Sorry if this is a bad post, but I'm going crazy.

I remember a funny bit where Brosnan's James is undercover as (IIRC) 'John Stack'.

The bad guy introduces himself and when it's time for James to give his name, he responds "Stack, John Stack", playing on our expectation of his usual catchphrase.

I was also sure this was Tomorrow Never Dies.

But there's no record of it. I saw a list of aliases and that he used 'James Stock' in View to a Kill, but can't find this scene.

Did I get Mandela'd?

When I applied for a job and it said the first step was an interview with an AI chat bot, my initial response was "ew" and closed it.

But I gave it a try, and... it's actually better. Lazy, absolutely. But definitely better than being judged by a phone interview or video call with a bored HR person going through the motions and vacously judging your personality or voice.

I've always been better writing than saying stuff anyway. I got asked tricky questions and got to actually write out my response and cover everything.

These AI things like to send you a 'personality profile' based on your answers, like some astrology reading. The fact it's often wrong makes it less creepy I guess.

Anyway, moral of the story is to give things a try and that AI will kill us all, but the extroverts first.

*Not an ad for Skynet

Would it have been in the machines' interest to keep him in his miserable job?

Firing him would risk him having free time unemployed to delve deeper into the underworld and this feeling inside that something's not right with the world.

But would realising he's unfireable have the opposite effect - make him too content, just screwing around and collecting pay 9-to-6, threatening his immersion in the fake reality? (And questioning why he's not getting fired.)

tl;dr - I manage in luxury retail and talk about KPIs in interviews, but feedback a few times is that I didn't talk about KPIs in enough detail. What do you say / look for in answers regarding this area?

*(I already list them, give a few figures we achieved, and talk about what action I took to improve them)

Context:

I've been manager a few years in a couple jobs now, and am interviewing for manager and assistant manager.

I've had quite a lot of interviews the past month - phone, video, only a couple in person - and have struggled to get past the first stage (whether it be the only stage or not, and whether with HR, the manager or the area manager).

Feedback a couple times now has been that I didn't articulate enough about working with KPIs. But I feel like I have, and I also ask whether there's any area they want me to talk about more, or any concerns, and they always say no.

I go through the KPIs I work with - sales, clienteling / email sign-ups, ATV, UPT, footfall, conversion, stock / shrinkage - and some figures on how well we did with those, and how I set them up to achieve this (having everyone ask for emails as part of the process, increasing UPT and ATV by link-selling, increasing footfall with marketing).

So it's frustrating when they say "I would've liked you to talk more about XYZ"... the reply in my head is "well ask me then".

I also know sometimes feedback should be taken with a pinch of salt - some interviewers are poor at this, unorganised, forgetful, bad judges. I know feedback can be just an excuse because the real reason was "I don't like your personality / voice" or even "I don't hire men". But I don't want to completely dismiss it if there's something I'm missing that a manager with 10 years' experience talks about.