Thanks to everyone who offered feedback after my earlier post asking recruiters why they don’t get back to job seekers. Just as I anticipated, the overwhelming reason people gave for not responding to job seekers was time constraints:
- One respondent reported receiving up to 500 applicants for one filled position, while another said they had 50 – 100 applicants they were trying to reach each day, adding, “If they [recruiters] called very candidate back that called them they would be fielding candidate call backs all day.” Okay, fair enough.
- Other than lack of time, someone else offered the possibility that recruiters were trying to test job seekers’ follow-up skills, while another respondent turned the tables on job seekers, saying that they often fail to show up for interviews on time, if at all – or are just too lazy to check the status of their applications on-line.
- One last possibility a recruiter offered? “Recruiters are lazy.” Well…alright then.
Is that why so many job seekers responded with similar experiences where employers didn’t call back even after they’d interviewed – and been told they’d hear back either way? Because if that’s true – which I know it’s not for several of you, who even expressed a lot of sympathy for these job seekers – then it’s actually not alright.
In fact, to paraphrase Julia Roberts’ hooker with a heart of gold, it’s actually a big mistake. Big. Huge. And here’s why:
Not getting back to candidates is more than bad manners; it’s bad business – on multiple levels. From an employment branding standpoint, not only does this behavior inhibit spurned candidates from ever applying to your postings again, but it does the same for anyone these candidate talk to (and they will) about their awful experience with your company.
In addition to talent, you’re also losing potential customers, because this lack of professional courtesy is a reflection on the whole company. Case in point: commenter “df,” who said, “Although I have landed my dream job, there are company’s [sic] that did not respond that I will never do business with them whatsoever. In fact I share that information with all network groups I am involved in along the way.”
While job seekers might be able to forgive not receiving a response to an application, they won’t be so forgiving of such behavior after they’ve interviewed (i.e. have been granted hope). Even if you can’t hire them, the vast majority of candidates will always appreciate any effort to keep them informed, and should you ever have an opening for them in the future, you’ll be glad you didn’t burn that bridge.
A possible solution…
One final thing I want to mention that someone brought up, and which could also help with the whole ‘too many applicants to respond to’ debacle…One commenter asked, “How hard is it to have a blanket rejection response that lets you off the hook?” It’s actually not hard at all, you’d find if you read my colleague Amy Chulik’s post about “My Letters”, one of CareerBuilder’s Free Tools You Can Use, which enables hiring managers and recruiters respond to applicants effortlessly to let them know the status of their application.
If you’re a Resume Database customer and haven’t tried this application, yet, I suggest you at least give it a try – after all, it’s free for you and could save you a lot of time in the long run. On the other hand, if you have used this application, feel free to give us your thoughts in the comments section below.Related
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