What We Owe To Each Other

Whether you’re a fan of Contractualism (or “The Good Place”), or just a rational professional, you know there are some basic tenants of good working relationships.

Some of these are cut and dry. Personal hygiene – for instance. Others fall in a gray zone, such as how often to say “yes” to projects outside your scope.

But even understandings we once all shared are disappearing from the modern workplace.

If you’re reading this, you saw LinkedIn’s viral article on workplace ‘Ghosting’. It was shocking – unless you hire for a living. What you may have missed was the schadenfreude field day applicants had in their comments – gleeful to finally find the shoe on the other foot.

That one nicely sums up the sentiment.

For years, both recruiters and candidates have claimed title to “Biggest Loser” in the hiring relationship. Having personally been both – neither of us has it great.

We’re both suffering – needlessly. The answer? Simple shared respect. We can solve woes on both ends with a two-minute phone call, one-minute email, or ten-second text. Take your pick.

Acknowledge Receipt:

You: I appreciate the job offer, but I got a higher offer I can’t resist.

Me: We got your application, you’re not a fit for this job, please keep looking for roles with us!

*Recruiters - we have automated systems. Do better with first-round applicants.

Share Timelines:

Me: We just began interviews, and plan to meet a few people. Expect a decision in the next two weeks.

You: I’m evaluating my options, but I am interested in the job. I’ll know by next Tuesday.

Transparency – From Day One:

You: I’m looking for a job with work from home options for at least 80k/year.

Me: We pay well, and your career can advance quickly, but you’ll work a lot of overtime here.

Explain Surprising Changes:

You: I’m no longer interested because my current employer promoted me.

Me: You had a great interview and we were looking to move forward, but an internal applicant was promoted for the role. We’d love to keep you in mind in the future.

Communicate when Breaking Commitments:

Me: I know you had a 10am interview today, but unfortunately the manager called in sick this morning – I wanted to let you know we must reschedule as soon as I heard.

You: I know I have a 10am interview today, but I thought it over and it’s just the wrong time for me to make a change, so I won’t be coming in.

Feedback When Possible; Appreciation When Not:

You: This was a great position and I was really interested, but the commute would be too far.

Me: You were a compelling candidate for the position, the interview showed that your web development skills did not align with our current needs.

Me: While I can’t share specific notes, I wanted to let you know we went another way. I appreciate the time you spent with us; please let me know if I can be of future help in your career journey.

Sounds feasible, right? No, we won’t get it right every time – but we can make the effort.

Recruiters have systems to quickly review applicants and send automated notes to those not considered, closing the loop. Candidates have countless ways to make contact, and can avoid uncomfortable conversations with a succinct email. The era for excuses is long past.

Honesty, communication, and appreciation will help us shift from adversaries to allies in "the war for talent." It all comes down to a simple question. What do we owe to each other?