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Interviewee Gives Us Negative Glassdoor Review; Hiring Procedures & Standards

interview-two-menGOLDMAN SACHS DIDN’T HIRE ME

I interviewed for an investment banking job at Goldman Sachs back in the 1980s, and the best investment bank in the world figured out that I was the worst employee in the world and didn’t hire me.

But, before they didn’t hire me, they ran me through a gauntlet to make sure I wasn’t their guy.   I didn’t complain on social media b/c … there was none and I also understood why Goldman was so picky.

Wells Fargo had a less onerous interview process and they made the mistake of hiring me, to their regret no doubt :).

(I’ve blogged about this before, but I was a horrible employee despite being a really hard worker, b/c I was cantankerous, too high-strung and not a team player.)

THE NEED FOR HIRING PROCEDURES AND STANDARDS

I learned from all of my experiences  – mostly to never hire people like me – but also why employers need to establish and stick to strict hiring procedures and standards.

The procedures need to be elaborate to ensure you filter in only the best of candidates.

JVM’s procedures include a phone interview, two panel interviews with our team, a DISC test, and a long questionnaire (grammar, brain teasers, short essays, general info) that candidates have to complete in sixty minutes.  If applicants don’t complete the questionnaire, we don’t hire them b/c it illuminates time management issues and the inability to follow instructions.

Our hiring standards focus on academic skill, DISC test results, congeniality, and an ability to work under pressure – a necessity for maintaining JVM’s service guarantees.

We have learned to follow our process carefully and to not make exceptions to our exacting standards b/c we get burned every time we do.

NEGATIVE GLASSDOOR REVIEW

This blog was inspired by the negative Glassdoor review we recently received from a candidate (you can read the review below).  I am truly sorry that the candidate was frustrated by the experience, but we have no choice but to maintain our process and standards.  We simply have to have the best of the best to maintain our reputation.

Lastly – if you’d like to see or learn more about some of our hiring standards and materials, please let me know.

GLASSDOOR REVIEW:
The entire experience ended up seeming like a waste of my time. I truly enjoyed the people I met and thought highly of the company going into the interviews. However, the multiple rounds of interviews should not have occurred if something in a previous round was enough to have someone disqualify me. Extremely disappointing to say the least.

Jay Voorhees
Founder/Broker | JVM Lending
(925) 855-4491 | DRE# 01524255, NMLS# 335646