Mom used to say “Let it go; they just don’t know any better.”
When applying for a job you have an expectation of being treated with respect and a modicum of propriety.? That honestly can be a significant challenge for the hiring organization in the situation where the firm receives hundreds of applications for a given role, can’t respond individually, and possibly doesn’t have the tools in place for even an automated response.? Getting or not getting that response is mildly disappointing but acceptable, given this early stage in the process and the fact that you are not as yet even seen as a viable prospect.
But putting that aside, once you are an active prospect in the process, having been selected to interview to discuss the role, your background, and what you bring to the table as a candidate; put forward in a formal interview, where did this movement along the candidate relationship curve go?
If it came to an end, how was that end communicated by those professionals you spent valuable time with?
Sadly, it is not uncommon to hear back via an automated response indicating that you are no longer a candidate in the selection process; the same automated response you would receive had there never been an interview in the first place.
But there was.? Your personal investment has earned more than simply that automated dismissal.
Even worse is the situation where you have actively interviewed for the role and heard nothing at all except, via the grapevine, that the role has been filled; not the courtesy of any follow-up at all – not even the poorly handled automated response cited above indicating that you are no longer under consideration.
Again, you have earned a more professional (or even adult) response.
But where is the professionalism?
Not only does this reflect poorly on the individual(s) doing the hiring but it does nothing for the reputation of the organization that they represent since they have represented the firm so poorly.? You have to ask “Where else does the individual and/or the organization lack professionalism?”
On a positive experience note, years back I was one of two finalists for a role that went to the other individual.? The hiring manager made it a point of calling to inform me himself of the decision, explaining in detail their logic in hiring ‘the better candidate’ for their role. He made great sense as he was spot on.
A class act that reflects well on the organization and the individual, but I should not be surprised as this should be the norm.?
But is it??
What have you seen that is/not in line with this commentary; folks that still “don’t know any better.”
(Happy Birthday (3/29) Mom).
Strategic Leader in Business Continuity & Crisis Management | Business Resilience & IT-Disaster Recovery Practitioner
11 个月The current job application process often leaves much to be desired. Many job seekers, myself included, have experienced the frustration of applying for roles only to receive automated rejections or no response at all. It's disheartening when companies repeatedly repost job listings, seemingly in search of an elusive "perfect" candidate, while overlooking the qualified talent already in their applicant pool. In today's corporate world, the concept of caring and empathy seems to have been lost in the pursuit of efficiency. However, we must remember that Human Resources and talent acquisition should prioritize the "human" element. Providing a poor candidate experience, marked by lack of communication, ghosting, and unprofessionalism, is unacceptable and can deter talented individuals from engaging with an organization. As job seekers, we invest significant time and effort into finding the right role – one that aligns with our goals, offers growth opportunities, and provides essential benefits. We seek organizations that value our contributions as much as we value their mission. When we encounter a hiring process that lacks respect and transparency, it should serve as a warning sign to reconsider our interest in the company.