tag:blogger.com,1999:blog-8964719845369935777.post6059293356203563085..comments2024-03-27T21:23:40.339-04:00Comments on Chemjobber: A contest: who's been on the most interviews for the same job?Chemjobberhttp://www.blogger.com/profile/15932113680515602275noreply@blogger.comBlogger9125tag:blogger.com,1999:blog-8964719845369935777.post-63940085740090886132013-03-11T12:45:47.748-04:002013-03-11T12:45:47.748-04:00Here's what our TT interview process looks lik...Here's what our TT interview process looks like:<br /><br />*It usually takes us 1-4 months to sift through applications before step 1 - this is done 1 year before we intend to fill the position*<br />1. Send an email to applicant letting them know they're in the running. Request availability for 2 consecutive days of interviews.<br />2. Fly the candidate in for 2 x ~10 hour days of interviews, meals, etc. During that time they present a seminar to the department. We pay for and provide all transportation, food, and lodging.<br />*2-3 months go by as we do the same for the other candidates*<br />3. If that person is not a finalist they get a letter stating as much. That letter comes faster if they are truly not a match. <br />4. If they are a finalist we do 2-3+ further calls (usually teleconference) to discuss the nitty gritty with things like lab space, salary, spousal/partner hires, etc. These usually last less than an hour each.<br />*up to 2 months go by*<br />5. Fly the finalist candidate(s) back in to do final talks about salary, hand over papers, and provide relocation and logistics assistance. <br /><br />Then we usually give the candidate(s) a month or so to make their final decision. <br /><br />The idea that companies require so many more interviews to come to a decision is astounding to those of us who handle TT decisions on a regular basis. I simply can't believe that a faculty hiring committee is more decisive than people who do HR for a living. Or...I don't want to believe it.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-8964719845369935777.post-87250954028987307532013-03-11T11:06:50.060-04:002013-03-11T11:06:50.060-04:00If I look past the interview process and compensat...If I look past the interview process and compensation, they were otherwise kind to me and the work/life balance was orders better than my many years of being a postdoc. I will abstain from mentioning names online, both out of respect and to save myself from potential legal troubles.acnoreply@blogger.comtag:blogger.com,1999:blog-8964719845369935777.post-41667106947758343352013-03-09T10:58:55.025-05:002013-03-09T10:58:55.025-05:00That's exactly the sort of scenario where I co...That's exactly the sort of scenario where I could imagine "more than one." But 7 or 8? That's just hazing. Chemjobberhttps://www.blogger.com/profile/15932113680515602275noreply@blogger.comtag:blogger.com,1999:blog-8964719845369935777.post-46852096329505790172013-03-08T17:15:54.198-05:002013-03-08T17:15:54.198-05:00Company name?! We must know!Company name?! We must know!somedudenoreply@blogger.comtag:blogger.com,1999:blog-8964719845369935777.post-73060166827554535602013-03-08T16:51:21.000-05:002013-03-08T16:51:21.000-05:00When I'm hiring, I usually use the combination...When I'm hiring, I usually use the combination of resume and phone interview to establish technical capability. The onsite is more of the cultural fit aspect of things. One time, I had a candidate that seemed really good, but was very nervous during the onsite, and we didn't know if he would be a good cultural fit for the fairly small company. To figure that out, we had him back for lunch with the rest of the scientists he would be working with. We bought pizza and gave a more relaxed and informal venue for him to really demonstrate how he would fit in with the crew. Getting out of the interview panel session and into a more social was great for him as we gave an offer and he stayed with the company for quite some time.<br /><br />But overall, I agree that if you can't decide to hire someone after the first on site, the answer is likely "no".Polychemhttps://www.blogger.com/profile/11318163213252728838noreply@blogger.comtag:blogger.com,1999:blog-8964719845369935777.post-65771715495389916702013-03-08T14:04:57.185-05:002013-03-08T14:04:57.185-05:00Turned down for this position a few months ago:
- ...Turned down for this position a few months ago:<br />- Phone screen - 1 hour<br />- Phone interview - 2 hours<br />- On site interview, boss #1 - 2 hour drive, 1 hour interview<br />- On site interview, boss #2 - 2 hour drive, 1 hour interview<br />- On site interview, boss #3 (seriously - like Office Space) - 2 hour drive, 1 hour interview<br />- A month goes by - finally, a phone call to have me fill out application paper work<br />- On site interview, HR director - 2 hour drive, 1 hour interview<br />- A month goes by - finally, phone call letting me know they filled the position internally.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-8964719845369935777.post-89943208553859469952013-03-08T13:38:11.870-05:002013-03-08T13:38:11.870-05:00The early leader. The early leader. Chemjobberhttps://www.blogger.com/profile/15932113680515602275noreply@blogger.comtag:blogger.com,1999:blog-8964719845369935777.post-78220865999185244242013-03-08T13:34:41.590-05:002013-03-08T13:34:41.590-05:00http://www.gladwell.com/2000/2000_05_29_a_intervie...http://www.gladwell.com/2000/2000_05_29_a_interview.html<br /><br />The whole article is interesting, but the bit beginning at "Recently, a comparable experiment was conducted by Frank Bernieri" is particularly relevant.<br /><br />I imagine that companies that take 2+ interviews to decide if they want to hire someone are just really bad at interviewing/making decisions. Real pity that job market is so bad that people will put up with this. bboooooyanoreply@blogger.comtag:blogger.com,1999:blog-8964719845369935777.post-17091087834831479042013-03-08T12:22:42.484-05:002013-03-08T12:22:42.484-05:00I recently quit a position with about 75% bench ch...I recently quit a position with about 75% bench chemistry, 25% what I will call non-bench chemistry. Interview process went something like this:<br />- Phone screen with HR, ~0.5 hours<br />- On-site #1 with HR, ~1.5 hours<br />- Take home assignment, ~4 hours<br />- On-site #2 interview with "homework", related to the non-bench component of the job, ~5 hours + ~12 hours of "homework"<br />- Write-up related to interview #2, ~4 hours<br />- Delay<br />- On-site #3 interview, technical (meals brought in) ~11 hours<br />- On-site #4 interview, ~2.5 hours<br />- Another assignment (I considered this one like free work, rather than a test), ~8 hours<br />- Delay<br />- Low-ball job offer<br />- Delay<br />- Low-ball job offer rescinded<br />- Temp to hire offer<br />- Long delay<br />- Multiple weeks of on-site 1099 contract work<br />- Same low-ball job offer<br /><br />If I wasn't desperate to pay the rent, I would have told them to take a flying leap after the third on-site. At least one job from this place has been featured on this blog. I cringe, because just about every interview they had, from fresh BS to experienced PhD followed this sort of routine. One candidate sat in an office and worked on "assignments" for an entire week (without pay!) as part of the evaluation process.acnoreply@blogger.com