You’ve been selected for an interview. Chosen among many qualified candidates, you feel strong and self-assured. Dressed for success, you present a determined handshake, solid interview answers, and polished resume. You leave the conference room with head held high, giving only a fleeting glance to the row of candidates seated outside.
And then, you wait. You write a thank you note. Turn the ringer up on your phone. Check your email to make sure it’s updating properly. Interview responses churn in your mind until doubt slowly dampens your hope.
Job Rejection Faux Pas #1: The Silent Treatment
In business, people and relationships matter. The silent treatment, like the scenario above, is the worst way to reject a candidate. It shows disrespect to the interview process and can irrevocably harm any future relationship between the business and candidate. It’s easy for a hiring manager to get excited about a new hire and forget the other applicants. But, when ignored, the candidate may form an unfavorable opinion of the company and share this with friends and co-workers. Writer Maya Angelou cautions: “People will forget what you said, people will forget what you did, but people will never forget how you made them feel.”
Job Rejection Faux Pas #2: Lack of Up-Front Communication
A candidate should go into a job interviewing situation with knowledge of the hiring process up front. This can be easily communicated when the interview is set up or confirmed. Companies should establish procedures regarding application process, timeline, number of interviews, compensation range, and communicate this to potential candidates. This eliminates frustration, establishes good rapport, and realistic expectations for both parties.
Job Rejection Faux Pas #3: Lack of Personalized Feedback after the Interview
Giving a candidate constructive feedback is a good business practice. This goes beyond the rote email that “qualifications did not match” and instead offers more personalized specifics. Businesses may want to mention a particular technical skill or experience in a particular area that became the differentiator.
Feedback can also be positive. Perhaps the candidate has excellent skills and qualities but would be a better match in a different position or job title. Useful feedback will go a long way in creating a positive experience.
A candidate’s interviewing experience reflects on a company’s brand. Artemis knows that recruiting takes a combination of relationship building and finesse. We are experts providing qualified candidates for critical hiring needs. Contact us to learn how our team can help you manage your decision process. Recruiting experience and good communication matter– in EVERY aspect of the hiring process.