What can he do? Please anyone in recruitment help!

[wishesandkisses]

My partner has just come out of two interviews. He hasn't got either one. He works at a gas company at a call centre and is the 2nd level up (he is also the lead). He has covered many management positions whilst others are on leave. He has been in this job nearly 6 years and hasn't progressed for 4 despite the call centre saying that he is the best member of staff there is. He's come home in bits, really angry at himself, almost in tears.

He has a 2:2 degree in business that he got nearly 10 years ago.

We don't know where to go from here, he's nearly 30, I'm 23. I had our child at 19 and have just quit my job through MH/bullying in the work place. I feel like we're both at breaking point and we haven't made any progress in a long time. TIA

Has he asked for interview feedback?

Can he put in a request via HR for any courses/qualifications/development programmes offered through his workplace. Alternatively as part of his appraisal/performance review process can he document formal goals working towards a more senior position?

It would benefit him to ask for specific feedback for the interviews he's done too.

I am a senior manager in a contact centre and in my experience external candidates applying for a more senior position tend to have limited experience of managing staff. This means when they have a competency based interview, asking for specific examples of a time they have:

• managed poor performance resulting in a positive experience
• developed KPIs and implemented them with a team
• managed a difficult change period
• motivated a group towards a common goal

...... Often the examples are poor, lack detail and demonstrate a lack of experience.

If that is the case with your DP then he should be able to work with his manager to build that experience with a mentor so he has strong examples and is more confident in future interviews.

Thank you. He has asked for FB yes, they said he missed it by a point (scoring process) and did a wonderful interview. He's trying to work his way up the call centre and when (rarely) A position becomes open lots of people go for it. I think he should leave and pursue something different. He says nobody will want his 2 2.

2.2 isnt always a barrier, if your DP can prove himself in an interview.

Tell him to keep trying, not to give up.

It's a numbers game, honestly. The more he gets interview experience the more likely he will eventually chime with the recruiters and what they need in the company - also it will build his interview skills and confidence.

To be honest at his age the fact he has a 2:2 is a bit irrelevant. He should be focusing on the skills and experience he has gained in his job.

Trust me, getting a 2:2 is not a hinderance to moving up the ladder, so he shouldn't dwell on that at all. I would recommend he looks elsewhere as well.

I'd agree. At thirty his degree classification is becoming irrelevant, he's not going for graduate roles. It's now about his skills and experience and what he can bring to the role.

Although a 2:2 isn't a barrier, sometimes it can become a reason to discount the person during the initial sifting process that goes on nowadays, often by more junior members of a recruitment team.

Personally I'd leave off any mention of the class of degree altogether, then it doesn't become a reason to not select him for interview.

Huh?