First, a screen by recruiter, who sounded very interested. Next, an interview with hiring manager. He sounded interested, as well. I learned that the Training Specialist should also be a Business Analyst, a Training Content Developer (Curriculum Developer), and assist with implentations, as well. This job was listed on job sites as a training role. No mention of documenting business requirements was made in the position description. So, the position title was somewhat misleading, as the role encompasses much more. No problem. On system implementations, it's usually all hands on deck, and folks pitch in where needed. Of the mixture of roles mentioned above, Training Specialist is usually the lowest paid. The biggest costs for companies are real estate and employees. So, that could have been the reason why the job was billed as a Training Specialist. The recuiter and I had already discussed their ballpark salary. I told her we could move forward. So, they knew I was OK with said ballpark.
I have done all those tasks mentioned over many years. However, I lacked experience on the specific type of software the company sells. Software is software, though. And I have worked with some very large and complex software companies with much success. Everyone sounded positive. The manager said he would have me speak with another manager right before our conversation ended. I took that to mean all was going well. Almost as soon as that Interview ended, I got an email stating they were not moving forward.The job site I applied through stated, "Employer not interested." This is fine, but what made these people give such mixed signals? Why not tell me specifically why they were not moving forward after I was told they were going to move forward with the next interview? Did they really read my resume? I have never been so baffled by a screening and interview. I felt as though my time was wasted. This is a new company, so it may be that they simply need to iron out the kinks in their hiring process.
Lesson learned: If you are told that an interview meeting will be setup with the next manager in the lineup at this company, wait until you get a calendar invite to believe it. Employers are free to hire whomever they want. But, please do not say one thing to the candidate and then do something completely different. This reflects badly on the company. Try to establish honesty, respect and transparency from the get go. The recruiter and hiring managers should all be on the same wavelength and agree on the tasks required for the position before interviews start, and the job description should list all tasks and experience required, not just the ones related to training customers if more important skills are needed, such as requirements gathering. Use an accurate title for the job posting. Also, never assume.
I wish this company well. I think they could get by with a new Computer Science grad in this role who has had an internship or experience working directly with customers in a consultitive manner. Since the new hire will be working closely with the manager who now handles the tasks mentioned in the first paragraph, why not train to fit? It's a money saver, as well.
