Closing the recruitment feedback loop: The Rejection CV

In Agile, early valuable feedback means we can act sooner and stop doing the wrong thing before it causes more unnecessary damage.

Recruitment is missing a trick here, there's almost no feedback at all for the recruitment process and the job advert. Leaving interviews and stay interviews are months or even years too late! Tackle the problem early then you'll get more of the right candidates coming forward, a faster recruitment process, a quicker commission and you'll also have valuable feedback for the people already working in the organisation. What's not to like?

I present you with the pre-recruitment feedback mechanism: The Rejection CV.

Every recruitment form has a field to submit the CV, it's the one field the recruiter needs. Cover Letter? Not so much and do people really read them anyway?

Hence I suggest submitting a Rejection CV though the application form to tell the recruiter why you are NOT applying so they get feedback on their recruitment process *from an actual customer* and can not only begin to understand why candidates aren't applying but might be able to use this early feedback to make the workplace a better place for those people already there.

Waiting for a leaving interview? The person's already committed to leaving, it's a bit late to get them to reconsider

Quiet Quitting? Why are people doing this? Are you hiring the wrong people? Is your culture toxic? You went to all the effort to hire smart people, they probably know already what's wrong with management - are you listening? Do you have a problem with psychological safety in the workplace?

Don't leave it so late! Get the feedback now to understand what's going wrong, look at the reasons why people are NOT applying to work for you and then you get a chance to not only fix the front door process but to change things for the better too. Early feedback is your chance to act sooner and demonstrate leadership!

Here's my rejection CV that I'll be uploading to Job Boards to sit alongside the proper CV and I'll pick the right CV depending on whether the recruitment process and company works for me. That helps me, but it helps you more.

Text follows for accessibility:

It’s a NO from me, but still happy to chat!

Contact details at www.craigcockburn.com

Full CV follows on the next page

?But why am I sending you this?

Thank you for advertising your opportunity and inviting me to apply

I have reviewed your advertisement and whilst you have a great opportunity, I do see a lot of similar roles being advertised by companies that are easier to apply to.

At this stage, I have decided to progress with Companies whose opportunities and background better fit my requirements so I will not be progressing with application at this time. I wish you every success with your job search and thank you.

The sort of bland generic stock template response received by many candidates, sorry!

You were really rejected because of one or more of the following – please consider the candidate!

People are your most important asset and this starts with the front door, i.e. YOU.

1. You're demanding in person but I live elsewhere, you’ve limited your talent pool! How does mandated office time align with your policy on disability, inclusion, CO2 emissions?

2. Your Glassdoor reviews recently are really concerning. Can you explain why?

3. You've put the job inside IR35 with regular onsite demanded which means remote people can't claim travelling expenses, making it not cost effective. Would you consider an independent re-evaluation of the IR35 status? Blanket IR35 assessments carry their own risks of course.

4. The pay looks like well below market rate for the skills you seek.

5. The job spec is confused and looks like it's more than one person can manage. There was inhumane language, I’m a person not a “resource”.

6. There was no way on the application to fully showcase myself, my video content or conference presentations. The only link for my profile mandated it contains “linkedin.com”. LinkedIn isn’t a video platform. YouTube launched 18 years ago!

7. When you say "expected on site" did you really mean "required”? Please avoid euphemisms, they are open to misinterpretation. ?

8. You've directed me to an application process that isn't accessible and seems to ask lots of irrelevant information. I have a disability. Asking me if I want adjustments for the interview is too late in the process.. You're asking me where I live, but you're not stating where I need to be for the work and my work entitlement. Why do you need to know where I live right now??Will you write me a letter? Taleo and Workday have optional fields, please use them! This includes: Courtesy title (OPTIONAL PLEASE DON’T BE SEXIST). Home address (OPTIONAL). Career history IS ON MY LINKEDIN AND MY CV. I’M NOT RETYPING 25 RELEVANT ROLES WITH 6 FIELDS EACH ALL OVER AGAIN ON A MOBILE.

See above note on disability.?

Recruitment is a two way process, the employers that think it's all about them are probably the ones with the high turnover rates. Coincidence much?