Job hunting is rarely an enjoyable activity and it can be made all the more stressful when the application you spent hours working on remains unacknowledged and seemingly ignored. When this happens many times over even your most enthusiastic job hunter can feel disheartened and even bitter.
This is the issue facing may HR departments particularly during periods of high applications. It is vital to remember that more than merely not offering a job to an unsatisfactory candidate but also communicating with a stakeholder; a potential customer or perhaps even a future employee. The communication that they receive will shape their opinions of the organisation.
It is by no means a simple task as I well know from my experience working with the HR department of a small growing organisation. In fact it is actually far more complicated that many people could imagine. We were lucky enough to be in the position of being able to recruit during the recession and this led to huge numbers of applications for each job advertised.
There are two types of rejection I will look at, rejecting post-interview and rejecting without interview.
It is bad practise to interview a candidate and not inform them of the outcome. I once experienced this after interviewing at a local cafe, they promised me a call within the week which never materialised and as a result of this I boycotted the cafe. I am not alone in this practise, and while I cannot find the article now, I did read that companies are at risk of losing customers through not telling unsuccessful candidates that they have been rejected.
At the organisation I worked at we would send all unsuccessful candidates a rejection letter as soon as a recruitment decision was made. If feedback was requested we also sought to provide it as soon as possible. They may have not been suitable at the time but they still form an opinion of your company which is important to manage, and also in a couple of years they may apply for another job at the organisation for which they are ideal.
Ideally an organisation would be able to provide feedback for every application they receive but in reality this is not possible. During a recruitment drive we could fill two arch lever files with just unsuccessful candidates, that is in excess of 100 candidates for just a handful of jobs. As an organisation we did seek to inform candidates that we would not be taking their application to interview however practically with 100s of applications this is very difficult and potentially very costly.
The head of HR at the organisation was very keen to maintain good communication with all candidates and while I worked there I designed systems to ensure we could maximise our communication abilities. Were we always successful? I dare say we were not!
Soon, if not already, school, college and university leavers will be applying for jobs to try and begin their career. No doubt many will come across this situation, and please do not let it dishearten you, think positive and good luck!
- The Definitive Guide to Job Hunting 7 – Where you fit in (cathrich.wordpress.com)
- Some advice on job hunting (sbseminar.wordpress.com)
- Are You Organized During Your Job Search? (nonprofitcoach1.wordpress.com)
- How to Act After Getting a Rejection Letter (jobshopblog.wordpress.com)
- 5 Stages of Recovery from a Rejection Letter (eahand.wordpress.com)
- How I landed myself a Graduate PR Role (mikewhite.co.uk)