Email communication leading up to the interview was good. The interview itself was a phone call that lasted a between 20 to 30 minutes. I asked questions throughout the interview to gather more information on the position. The person who interviewed me said that the requirements for this role were onsite; however, it was not a salaried position, but an hourly role. In the job I was in at the time with another company, not salaried, but commission based and with a reasonable hourly pay, I was making more than what I would be in this position with the PGA TOUR. They had the nerve to ask me to move for an hourly pay of $11 per hour. Right then and there, I said that I was making more in my present job and to ask someone to relocate on that pay was ridiculous. I didn't say ridiculous exactly, but I made sure I was removed from consideration for the position, as I was upset this wasn't in the job description or noted before heading into the interview. Additionally, the person who interviewed me asked me what kind of roles I am interested in, where I explained I had applied to other roles that appeared to be salaried positions. I connected with the person who interviewed me over email about other department opportunities, because that is what you do to network when you want to work for a particular company. But I received no response and was ghosted.
Bottom line is, the PGA TOUR needs to improve their hiring process by 1) seriously revamping the descriptions of their job postings so that they include if they are hourly among other requirements of the role (I do not want to learn that I would be doing something else other than what is described in the posting online) 2) The PGA TOUR needs to vet candidates better for positions. They must send an email letting candidates know they are no longer considered for a position. I would rather receive a notice of rejection or that the position no longer exists than be ghosted by a company. This goes for the other roles I had applied to, most of which I never received any email about no longer being considered or that the position was removed.
3) Don't have someone who is not in HR interview a candidate. If it is the first interview, IT SHOULD BE HR interviewing the candidate and screening them before they speak with another person in the company. I was not interviewed by HR, but instead from someone directly in the department that the position was in. This made me uncomfortable because HR can maintain an unbiased approach to interviewing, whether a person who is already in the department, seeing this candidate on the first round of interviews, they may be biased towards one decision or another of what to do about the candidate. Also, most people who work in HR are TRAINED to interview because that is part of their JOB. Don't have someone interview on the first round who isn't from HR. Bad form.
Interview questions [1]
Question 1
Tell me about yourself was the only question I remember. I recall asking the person who interviewed me more questions than they asked me. They spoke more frequently than I did; this allowed be to plan my answers ahead of time, yet, the questions didn't really come. For an hourly paying role, they should have boilerplate for questions. Stick to the script. This person was not from HR so I do not think they knew how to interview appropriately.
