It’s really hard to believe that many hiring managers and recruiters still don’t get it. That it’s a courtesy to inform applicants and candidates, who have been interviewed, that unfortunately another candidate was chosen for the job.
I love this line in the story that I quote below, that only one person can land a specific job, but everybody can have a good experience for the duration of the recruitment journey, even if they’re not ultimately the chosen candidate.
Here’s what you say on the phone or you write in the email:
“We regret to inform you that our client [or: our hiring manager] has now chosen another candidate for the position you were interviewed for.
The quantity and quality of candidates were extremely high for this opening, but we all appreciate the time you took to participate in the recruitment process and the time you took off to meet with us.
We trust that we may keep your resume on file for another future opportunity. Feel free to contact me if you have any further questions.”
When people have a great experience, they want to share it. They talk about it with their friends, and in the 21st century they jump online and rave about it.
But remember: When people have a bad experience, they also talk about it. And this applies to recruiting just as much as anything else.
According to a 2016 report from Talent Board, candidates share their positive recruiting experiences with their inner circles more than 81% of the time, and negative ones are shared 66% of the time.
Only one person can land a specific job, but everybody can have a good experience for the duration of the journey, even if they’re not ultimately the chosen candidate.
Now, a study by Indeed found that waiting to hear back from a potential employer is the #1 pain point for 48% of job seekers (1). As one respondent told us, “I always prefer to receive any response than no response at all.”
via The Job Search Black Hole: 3 Ways Recruiters Can Improve the Candidate Experience – Indeed Blog
