Re: Interview

A lame excuse for selecting someone based merely on their reputation. That blows everyone else out of the water --

Re: Interview

My "shop" hired a coworker's brother-in-law even though several more qualified people applied for the job. Ex-Air Force guys that I knew that were looking for jobs applied here and didn't get the job, and I know that they are FAAAAR more qualified than the guy who got hired. Hey, I guess being related to someone helps you get in the door, especially if the boss doing the hiring has no spine and doesn't actually make the final decision.

Re: Interview

A lame excuse? You know that you are getting a superior employee who has a great reputation within or outside the organization...why in the world would you NOT hire them? Should you hire the person you don't know anything about other than that they interview well? It gets tiring listening to Federal employees gripe about how people are hired based on the good ol boy network. In many cases, they're hired because they've made a good name for themselves. People work their entire career to build their reputation (good or bad) and I would say that is probably one of the best predictors of future performance.

Re: Interview

To HR Specialist - Small Agency: Your argument is pointless. If selections are made based on reputation, then why bother to interview? I've been around the block more than once, have 29 years federal service, and know what goes on behind closed doors. I have been selected more than once based strictly on my appearance -- funny how my work ethic, skills and knowledge never came into play (other than making the cert). How do I know this? The selecting supervior(s) informed me later......enough said.

Re: The Interview Game

Oh, I am with you. Someone called me (!!) out of the blue and asked me to come work for him in our HQ office. The position was posted and when the cert came out he told me he hadn't received it (I had already spoken to HR and knew he had) and that he wasn't sure when he would interview. A week later a new employee showed up in his group.
Most positions at EPA are "filled" way before the vacancy announcement is posted. You just get used to the game after a while.

Re: The Interview Game

Interviewers are fully aware of the rules and regulations of selection when they receive their referral lists. If they don't, any decent personnel specialist would spell it out to them. Regardless, most play by their own rules. If management truly has someone in mind for a position than they will bend over backwards to get that person hired. Our most recent hire was already on staff, considered one of several "favorites" in the office, management created a new position, advertised, interviewed and selected their "favorite". Surprise! Surprise! What hurts most is how management continues to shove it in our faces day in and day out.

Re: The Interview Game

Unfortunately the "interview game" is forced on us by laws and regulations. In private industry, when an employee has worked hard and earned a promotion (pay raise) management can just give it to them. In the government, you are not allowed to award an employee a promotion no matter that they've certainly worked for it, and earned it! You are correct, it's a game, but don't blame those of us who are trying our best to give our employees what they've earned. We have no choice.

Re: Articles

I think that Susan McGuire Smith, who has written numerous articles including today's lead column, would be insulted by your observation. Her articles are featured in the legal corner of this site as well.

Re: One more way to screw up!

I definitely agree. And if they actually answer the call, that's the end of the interview right there.

Re: Pre-selection of candidates

I so agree with "Risk Analyst". To work hard on an application when the agency has every intent of filling internally is demoralizing to an applicant. Esp when an applicant has no federal status and is attempting to hire into the fed govt. Why bother to advertise the way they do is beyond me. If an internal hire is what is a supervisor or agency want - why not just advertise that way?
And this new mode the AF and Navy uses to advertise for every job series they have to create a POOL of applicants is insanity. Whatever happened to advertise for true vacancies only? I think HR has gotten lazy over the years. Peoples' credentials can change within a year and what they applied for in October of one year may not be accurate by the time the position closes 6 months later, either for the better or for the worse.

Re: Screwing up interview

Based on the way you presented your arguments here, I'm surprised that you have ever been hired.

Learn how to spell and write a semi-complete sentence.

Re: Screwing up interview

That was rude, it's apparent that this person who is a chemist have lots of education. Mr. supv who probably just barely finished highschool. Oh, I say this because there are some supv in the Fed with only a highschool dipolma. Go figure, they supervise people.