璞真國際股份有限公司

The interview environment was comfortable.

If a candidate’s qualifications and experience do not meet the requirements, then why send an interview invitation at all?

After I finished introducing myself, HR began criticizing the work experience listed on my résumé. HR said that although my experience appeared extensive, in reality I had not stayed at any job for five or ten years, and that, from HR’s perspective, none of this counted as work experience. I have about nine years of experience in the relevant industry; I stayed at my longest job for three years and seven months, and at my shortest for two years. How many people can actually stay at a job for five or ten years?

During the interview, I knew the team was very young, so it was not surprising that HR wanted to find someone younger. If that was the case, my résumé should have been rejected from the start instead of inviting me to an interview only for HR to criticize me and then ultimately send no response. Now I am still second-guessing myself, wondering whether I really was as inadequate as HR made me out to be.

I applied for this position only after careful consideration, believing that I was capable of doing the job. In preparation for this offer, I even worked to improve the areas in which I was weaker based on the job requirements. In the end, none of that was discussed. I have no idea what standards the company’s HR uses to evaluate candidates. Was it an aptitude test with no objectively correct answers, or was it my age or appearance? In any case, if HR is looking for someone according to personal standards, then no matter how thoroughly one prepares or how well one’s experience matches, if one fails to catch HR’s eye at the outset, the outcome of the interview is already decided.