Balanced Approach in "Getting back & Closing the loop".

"A closure" is one of the natural behaviour human expects from other human , when something concludes between them even if it's in the professional dealing between the two individuals or companies. In today's AI and Automation-heavy world, companies are stressing upon and getting more empathetical about closing loop when it comes to business partnership processes, interview processes and open loops on professional engagements. Even if they are unable to achieve this 100% they have atleast started to think or learning the importance of it. Some of these initiatives and processes that are cost heavy and manually driven will soon become affordable and automated even with personalised engagements on closing loops etc. Specially, in this recruiting world, I have not met a single candidate who does not wonder or gets upset if she/he doesn't hear back from the companies they were exploring in. Its ironic that they are fine with not getting back to companies to close the loops when they interview with companies. Sounds like an entitlement issue, isn't it? Recruiters' biggest agony is when candidate would not even answer.

Funny isn't? But the good news for those who have the right intent & the bad news for those who found "closure has been difficult to handle" is - every such human behaviour specially in the organised professional sectors will be "rated" soon. "Empathy driven, EQ based and humane way of professionalism" to handle large portion of human dependent processes will soon become inevitable even survive and achieve basic professional needs, watch out the space. Enough systems are being built for this. Large and marquee companies are spending millions of dollars to research and to set up techniques to ensure they "weed out" the irrelevant from the processes , where important parameters to assess would become EQ and Empathy!

I have seen candidates taking such pains to go all the way for interviews but only to spoil their reputation by not even getting back to the interviewer , recruiter or hiring manager that they are in touch with. While I have always been an advocate of "Candidate first" approach specially when it comes to hiring talent, on the other hand I have also seen candidates taking companies for a ride with their "Radio Silence". Believe you me, no one respects that including the one who shows that behaviour. Such silence and discontinuity in the loop without information from either of the party that took a call to do so, only results in an image of unprofessionalism , immaturity , unclear , indecisive and no-confidence. Its like the Karma points accumulating right there for such act! With growing digital community world has become smaller , where ever you go your actions of past will follow, unless you have maturity and professionalism to revive and rework on the image by adding EQ to the way you will drive on your professional path further.

As per my observation this behaviour is seen largely in the age group of millennials and early thirties. As they also say- empty vessels have tendency to make a lot of noise, sometimes they make noise by such Radio Silence :) These are the same young talent who want to "Lead" & "Manage" if you ask them about their aspirations. What they don't realise , is that they need to do a lot to get there . They think just working gets them there. Btw, they mean to say "Lead" and "Manage" are the aspirations of the "Titles" that they want to have not necessarily a reward for their knowledge, attitude and experience. Sense of entitlement and their skill being rare are the most common reasons for such a behaviour in today's talent world. Mind you , it's all being watched! The more you practise this the lesser you have a chance to excel in the digital & intelligence driven world that you are going to face soon. While companies do owe feedback/loop closure and an answer to the candidates , however it might be broken specially when smaller companies can't afford the systems to take care of these, neither do they have many people to handle volumes of people in a limited time. Such an err while dealing with many numbers can be understood and empathised with. But candidates not getting back would leave the companies wonder about the attitude of that individual. Skilled professionals in Technology, Product and Recruiters fall in this pool of candidates that we come across here. Yes folks! you read it right - recruiters. Irony Right?

While it's necessary to become progressive with technology and its even more necessary to balance that with empathy and humane way in workforce. Believe you me, EQ might soon become one of the most important strength to survive in the work force. EQ and methods to evolve with that, might soon become inevitable to your career journey. Like many skills and basic traits you may have , will not be relevant anymore. No more validations to prove this point are needed in today's world. Likewise, for companies great revenues and goals alone might not work. Empathy fitting very well into the right culture that you are building will soon become inevitable for you too in order to deal, partner with other businesses as well as in attracting , hiring and retaining talent. Everyone's time is highly important, they have plethora of choices to make and solutions to serve them. If anyone has given you "time", Respect it!

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