I was contacted by a recruiter to interview for Nexidia (owned by NICE) in Atlanta GA. Their process is that you must complete a pre-screen with their recruiting company before you can have an interview with the actual company. I received a linkedIn notification 30 minutes before my scheduled interview with the recruiter(Expert Technical Solutions) that the position was filled and that they were canceling my interview....Thank goodness I didn't get in my car before double checking my email. Later I found that the person offered the position was a coworker of mine and he was going to accept an offer from a third company instead. My coworker referred me and I was scheduled directly to interview with Nexidia. Nexidia's Corporate Recruiter contacted me and spent a week getting back to me. We scheduled a phone interview for Thursday (1/30) the following week. As of Monday (1/29) I was contacted by the Expert Technical recruiter saying that the position had been filled. I emailed the Nexidia Recruiter to query about the interview and I was informed that the position was open and the interview was still scheduled. The following day Tuesday (1/30) I receive an automated email explaining that my application had been rejected. I emailed the Corporate Recruiter again, and I was informed that the position had been closed and that I was welcome to apply to another position. This hiring process is an absolute unprofessional mess. There needs to be better communication between your Corporate Recruiter and the 3rd party recruiters if you're going to use them. There needs to be better communication between your Hiring managers and your internal recruiters for scheduling interviews. There needs to be a faster response time for interview scheduling if the Corporate Recruiter reaches out to a potential hire. I've never come across a company that didn't complete all scheduled interviews before making a decision to hire. There's no way I would apply to such an unprofessional mess for any other position.

The easy part is backing up anything from your resume (as long as you are honest). The challenge is in proving your talent and motivation. Since such concepts are subjective, it is best to take control early on in defining the framework. For example, explain how talent can be qualified by your more tangible traits like patience and persistence; and how motivation is all about technical curiosity.