Manhattan Associates Learning and Development Manager interview questions

My interview was scheduled for 1:00 PM for a 30 minute session. The talent acquisition specialist called me at 1:09 PM then quickly stated that she was having a problem hearing me and asked me if she could call me back in 30 seconds as she wanted to call me back from a conference room where she could use a speaker phone. She called me back in six minutes. Fifteen minutes of our scheduled thirty minute meeting had been wasted by the talent acquisition specialist. After initial introductions were completed the talent acquisition specialist stated that Manhattan Associates is currently having a severe problem with employee retention. She asked me to share some examples of how as a L & D professional I have (in the past) implemented programs to resolve employer problems with employee retention. I shared two examples with the talent acquisition specialist whose response was that my examples were poor and while MANAGEMENT was very interested in me she was not comfortable with what I had shared with her and that typically she does not put people forward to management for consideration unless she believes that the applicant will make HER look good. She then told me that I would have to come up with some better examples to share on the next interview. Finally the talent acquisition specialist told me that if I was going to move forward I would be hearing from someone in the next two to three days. If no one contacted me then I was not being put forward in the hiring process. The talent acquisition specialist then stated that she had gone over her allotted time and therefore, I would not be given an opportunity to ask any questions. The entire conversation lasted 18 minutes with the majority of the time being spent by the talent acquisition specialist speaking about how great she was and promoting her own grandeur. I did not realize that the purpose of an applicant was to make the talent acquisition person look good. I believe that the purpose of a good applicant is to potentially become a productive member of the organization. Perhaps if the human resource people at Manhattan Associates concentrated more on finding great applicants and hearing the potential of the applicants rather than considering how the applicants can make the talent acquisition specialist look good or bad Manhattan Associates would not have such an employee retention issue. As an HR/L&D professional with many years of experience I have interviewed and hired many people - it was my responsibility as the the person conducting the interview to be an investigator and to find the skills within the applicant that would meet the needs of the organization. It is a mutual goal between the two parties in the interview to find those nuggets of value that the applicant has that can benefit the organization and to find a way to make it a win/win for all the parties involved. It is NOT the purpose of the applicant to make the talent acquisition specialist look good. Manhattan Associates needs to re-calibrate its interviewing and hiring process and if they did that they might very well improve their employee retention issue.