WHAT’S REALLY BEHIND FEEDBACK
Pete Ross has nailed workplace culture and office dynamics time and again. Most people come to adulthood unfinished, and end up in supervisory positions for which they are not ready — the hierarchy of the uncertain and the unqualified. The interview is an invitation for the interviewer’s ego to run wild: in 30–45 minutes they get to pontificate, act important, luxuriate in their status as a decision-maker; colleagues can see their brilliant insights into the workplace and why Candidate A is too independent and Candidate F not knowledgable enough to be hired.
Giving feedback further reinforces the superior position of the interviewer, who has — obviously — been successful in getting the job and ascending to a role of influence.
Let’s hope they get past their personal insecurities: people really can and do grow into their roles and become excellent supervisors and effective mentors, but if I had to put a number on it, I’d say it happens less than 50% of the time. So in that light the feedback may not have much value. If asked for feedback I will give it, always concrete and measured against the really top-flight interviews in which I’ve participated. Common factors of the killer interviews: flexibility in thought, letting us know that although they are giving an answer in which they are fully invested, they see that it’s not the only way to get things done; in examples from prior positions, they are able to give the right amount of context, getting us to trust their analysis and helping us understand the story they tell; the questions they ask are about the nature and goals of the work, intelligently phrased and meant to bring about understanding; and ……..
the great intangible, laughter, as it has been my observation that successful candidates have some level of comfort and ease in the session that leads to humorous exchanges and interpersonal moments that make a difference.
I don’t give unsolicited feedback, although I know some who do, not feeling complete without rendering a judgment that reaches the unsuccessful applicant. Being a boss, or a lead worker who is part of a selection team, is an awesome responsibility, a sacred trust on which families and the future may depend …… so hopefully egos are parked at the door and fairness and trust prevail.
