Recruiting fails: A Cautionary Tale for Employers

I recently went through an interview process with a well-known global company. At first, I was excited to engage with a brand I admired—both for its industry leadership and the values it purported to stand for. I had high hopes for the position I applied for, as it seemed like an ideal fit for my skills and experience. Unfortunately, what started as a promising opportunity quickly became an eye-opening example of how even respected companies can mishandle their recruitment processes, leading to frustration and disappointment for candidates.

What Happened

The process began in May, after I applied for a senior role with this company. After waiting several months with no feedback, I assumed the role had been pulled or the hiring process delayed—a practice I’ve seen in the market recently. Then, in September, I was contacted by the recruitment team, indicating that it was a “yes” from the company and inviting me to a first-round interview.

During the interview, I received positive feedback, and I was told I would hear back within a few days. However, two weeks passed with no updates. After reaching out for an update, I was informed on a Friday that the first round had only just concluded due to a holiday.

The following Monday, I was called to be informed that the company was moving forward with other candidates. This was confusing, given the positive feedback I had previously received. During that same 30-minute call, I was told three different things: first, that they were moving on with other candidates; then, that second and third interviews had already been completed (which would have had to happen in just a few hours); and finally, that all but one candidate was being rejected. When I asked for feedback, I was told, “You’re a great candidate,” but no further explanation was provided.

Why This Was Poor Recruitment Practice

While rejection is a natural part of the hiring process—and often, as in this situation, a poor experience can reveal that you’re better off not progressing with the company—how a company handles communication and feedback during recruitment speaks volumes about its professionalism and respect for candidates. Here’s where things went wrong:

1. Lack of Timely Communication: Candidates are often left waiting for updates, and in this case, I had to chase multiple times for feedback. Companies should set clear timelines and stick to them, even if it’s just to say there’s been a delay.

2. Contradictory Messaging: I was given mixed signals throughout—first told I was a great candidate, then told the process had only just concluded, and finally informed that second and third interviews had been completed within an impossible timeframe. Consistency is key in maintaining trust with candidates.

3. No Constructive Feedback: One of the most disheartening aspects was being told I was a “great candidate” without any further explanation as to why I hadn’t progressed. Candidates invest time and effort into their applications and interviews, and they deserve at least basic feedback on areas of improvement.

4. Delays in Decision-Making: The entire process dragged on, with unnecessary delays and a lack of transparency. Being left waiting over a weekend after being promised a follow-up, only to be rejected, is disheartening and disrespectful.

5. Missed Opportunity for Candidate Engagement: There was no programme in place to re-engage candidates who may have been a strong fit for future roles. This company missed an opportunity to nurture a relationship that could have paid off later down the line.

How to Avoid These Pitfalls in Recruitment

From my experience, there are several key takeaways for companies to improve their recruitment process and ensure that candidates leave with a positive impression, even if they aren’t successful:

1. Follow Up Within Two Days: Candidates should receive follow-up communication within 48 hours of key events, whether it’s an interview or an internal decision. If there’s a delay, communicate the new timeline clearly.

2. Don’t Delay Rejections: If a candidate is not moving forward, tell them as soon as the decision is made. Delaying only creates false hope and leads to frustration. In my case, it became clear through the disorganised process and conflicting communication that this company wasn’t a place where I wanted to progress, and by the time I was informed of the rejection, I was honestly relieved. Sometimes, a poor process serves as a blessing in disguise, revealing a company culture you’re better off without.

3. Provide Constructive Feedback: Even if it’s just a sentence or two, offer candidates some explanation for why they weren’t selected. It helps them improve for future opportunities and leaves them feeling respected.

4. Establish a Candidate Retention Programme: Candidates who were a close fit should be nurtured for future roles. Engage them with regular communications or consider them for other positions that may arise in the next six months.

5. Consistency in Messaging: Ensure that candidates receive consistent updates from the recruitment team, avoiding conflicting messages that lead to confusion and distrust.

6. Respect the Candidate’s Time: Just as candidates are expected to respect the interview process, companies need to show the same courtesy. Stringing candidates along without updates damages their perception of the company.

The Bigger Picture: The Impact on Brands When Candidates Are Also Customers

Recruitment is not just about filling vacancies—it’s a direct reflection of a company’s brand. This becomes even more significant when candidates are also customers, especially when the company has spent decades building relationships that span generations. Studies show that poor recruitment practices can have long-lasting effects on a company’s reputation and bottom line.

? According to a CareerArc study, 64% of candidates who have a negative experience are less likely to buy products or services from that company. In other words, a bad recruitment process can turn loyal customers away.

? Glassdoor reports that 72% of candidates share their negative experiences online or with someone they know. This leads to a ripple effect, where the negative perception of a company spreads through word-of-mouth and social media, damaging the brand’s reputation further.

? Another LinkedIn survey found that 69% of candidates who had a negative interview experience would be likely to share it on social media, multiplying the effect of that poor experience.

When candidates apply to work for a famous brand, they do so with a sense of admiration and excitement for the company. However, when they “see behind the curtain” and witness a process that is inconsistent, poorly communicated, or disrespectful, it can shatter that perception. The magic of the brand is quickly lost, and that disappointment can have profound impacts—not just on the candidate’s desire to work there, but on their willingness to remain a customer.

In fact, 66% of candidates who experience a poor recruitment process would avoid buying goods or services from that company (Talent Board). This shows that a bad recruitment experience can erode not only the company’s ability to attract talent but also its consumer base.

When a candidate is mistreated or left in the dark, they may question the company’s internal culture, leadership, and values. What was once a brand they admired can quickly become a brand they no longer trust, both as an employer and as a consumer.

Final Thoughts: Remember the Human Behind the CV

At the heart of every job application, there’s a person who has invested time, effort, and hope. Candidates spend hours tweaking CVs, writing cover letters, and researching the companies they apply to. For many, the opportunity to work for a brand they admire is more than just a job—it’s a chance to contribute to something they believe in.

It’s crucial for companies to remember that recruitment isn’t just a transaction. The way candidates are treated during the process leaves a lasting impression, whether positive or negative. Behind every CV is a human being, someone who deserves clear communication, timely responses, and respect for the effort they’ve put into pursuing an opportunity. Let’s ensure that recruitment processes reflect the values companies claim to uphold, so candidates walk away feeling respected, whether they are hired or not.

I urge companies to periodically review their recruitment procedures, ensuring that they align with the values they champion in their public messaging. Consistency, transparency, and respect must be at the core of every candidate interaction, no matter the outcome.

Have you ever had an experience where the recruitment process changed your perception of a brand? What do you think companies could do better to treat candidates as people, not just CVs? I’d love to hear your thoughts!