I went through a very lengthy interview process at one company. After meeting 'the panel', the 30 or so interviewees were split into groups, and from there they were put through individual testing (wwyd, technical, etc), and then rejoined with the group for excersises in problem solving. It took all afternoon and into the evening. At the end of the process, I was interviewed one on one, this time by the department manager (guessing I had passed yet another screen-out element). He asked me if I had any further questions concerning the company or their expectations. I said I had one very important question. One that would make this entire experience worth while, no matter what the outcome was. He looked at me with a puzzled face. Really? What would that be? He asked.

I asked him for an honest and serious critique of my interview, and what pointers he could lend me for my next interview. I was quite serious, after seeing the lengths and depth to their interview process. He told me with as much sincerity, that if I was not offered the job, he would personally coach me for my next interview.

I got the job. He was off the hook.

I wish that there were more opportunities for feedback. Problem is there is such a wide variety of interview styles and what each are looking for as 'red flags', I wonder how effective it would be.

I guess if a guy totally stepped on his d!k, it'd be good to know. Otherwise, I figure each interview would give you a totally different laundry list of gripes to work on.

Any thoughts, you professional type HR folks?

Good luck to us all,

Ronin