I recently participated in an interview process that involved two distinct meetings: one with the line manager and another with the local Head of Business. While the interview with the line manager was smooth and aligned quite well with the job description, the experience with the Head of Hong Kong was disappointing.
The primary issue was the discrepancy in expectations for the role. The line manager and the Head of Hong Kong had different requirements, which should have been aligned before the interview process began. The job description on the job board matched the line manager's expectations, emphasizing the need for someone with experience and a strategic background, albeit she still had concerns that I didn't have MSL experience. However, the Business Head was looking for an entry-level MSL candidate, which was not communicated in the job posting.
I was surprised when the Head immediately stated that he was seeking an entry-level candidate, contrasting sharply with the line manager's focus on experience. The recruitment agent was also taken aback by this revelation, as my background aligned with the job description and the line manager's expectations to some extent.
While it's understandable that the Head might have had doubts about my fit for his vision of the role, I was disappointed by his apparent lack of understanding regarding my professional experience. My previous roles and current job have focused on business strategy in the biopharma industry, complemented by years of academic research experience. However, he inaccurately portrayed my experience as purely academic research unrelated to the business side.
I was surprised and speechless by this misinterpretation. It raised concerns about the leadership's awareness of candidates' qualifications and the alignment of expectations within the organization.
In conclusion, my experience with the interview process was marred by the significant disconnect between the expectations of the line manager and the Head. What was particularly disappointing was the Head's lack of understanding of my professional background, despite my extensive experience in business strategy within the biopharma industry. It is concerning that such a misalignment and misunderstanding could occur at a senior level, as it reflects poorly on the organization's ability to effectively assess candidates. I am left wondering how leaders with such a limited understanding of their industry can effectively guide their teams and make informed strategic decisions. I hope that in the future, the company will take steps to ensure that their leadership is better equipped to recognize and appreciate the qualifications of potential employees.