Reward Gateway interview questions

The interview was on a pretty friendly note. I had a feeling that I might get the offer, but unfortunately they decided not to take the process further. I have an overall positive impression of the interviewer.

I recently interviewed for an entry-level temporary customer support position with Reward Gateway, and while the process had some positive aspects, I feel compelled to highlight a significant flaw in their recruitment approach that may be worth addressing. First, I'd like to commend the Talent Acquisition Partner, Georgi, who managed the interview scheduling and communication. He was professional, efficient, handling his responsibilities with great care and it was a pleasure to work with him. The interviews themselves were conducted by two Support Managers, and overall, they went smoothly. However, I quickly realized that there was a disconnect between the interviewers' expectations and the reality of the position I was applying for. The role was clearly stated as an entry-level, temporary position with 0-3 years of experience required, offering a salary that barely meets the cost of living in the second largest town in Bulgaria. Despite this, the interviewers seemed to be under the impression that they were hiring for a long-term role that required significant experience and a deep passion for customer support. This mismatch became even more evident in the feedback I received. While my English and communication skills were praised, and it was acknowledged that I could perform well with guidance, I was ultimately rejected because I "didn't understand how the customer support process works" and wasn't "passionate about becoming a customer support." These reasons struck me as illogical, considering the nature of the role they posted. As I expressed during the interview, it's unreasonable to expect someone to be passionate about a job they haven't even started, especially when the position is temporary. My aim was to fulfill the contract and then evaluate whether this career path was right for me. Yet, it seems that the lack of experience and drive for long-term commitment, which should be irrelevant for a temporary role, were used as reasons for my rejection. This brings me to my main point: Dear management team, please align your expectations with the reality of the positions you're hiring for. It's unrealistic to expect long-term commitment and deep-seated passion for a temporary, entry-level position, especially when the compensation barely meets the cost of living in the area. This misalignment not only wastes the time of potential candidates but also hinders your ability to fill positions effectively.