Job applicants have long memories, and it may be difficult to acquire that same quality talent later if candidates are not treated well now.” “Even a template letter of acknowledgment is better than no response. “When the labor market tightens once again, and employers are avidly searching to fill critical spots, they may look back at such practices and wish they had been more responsive,” Taylor says. Another 22% said they would tell others not to work there and 9% would tell others not to purchase products or services from the company. The 2013 CareerBuilder survey found that the effects of a candidate’s negative experience can lead to a broader impact on the employer’s business or its ability to recruit top talent.įorty-two percent of workers said they would never seek employment with the company again if they were displeased with the way their application was handled. As it turns out, following up is beneficial to both parties in the long run (even if it’s awkward and uncomfortable at the time). In Pictures: 10 Things to Do When You Don’t Hear Back After a Job Interviewīut candidates deserve to hear back-even if the news is negative. “Vacations, hiring freezes, restructurings, resignations, and project status changes can all affect if and when you hear back from an employer.” Given the breakneck pace of a thin staff today, it’s not uncommon to hear back a few weeks later from a prospective employer, after you’ve given up the fight, she says. The scales are still tipped in favor of the employer, and unfortunately as a result, many do not allocate the resources necessary to respond to each job candidate.” “The short-term-oriented thinking is that candidates are in abundance, so we can save on labor costs by only responding to A-list candidates. “Unemployment is still relatively high, and many companies are deluged with candidates,” she says. Lynn Taylor, a national workplace expert and author of Tame Your Terrible Office Tyrant How to Manage Childish Boss Behavior and Thrive in Your Job, offers another explanation. “As a result, often times mum’s the word.” “And while they are otherwise occupied with the candidates they covet, telling others that they won’t be pursuing them and why is not only uncomfortable (for all parties), it potentially exposes them to legal action,” he says. If they desire a candidate, they will pursue them with fervor if they do not, they won’t. And three, the potential risk for providing specific, negative feedback is much higher than the potential reward.”Įmployers, like most other humans, “are self-interested and rational,” he adds. “Two, bandwidth is precious and needs to be spent on more pressing issues, like more competitive candidates. “One, ‘he’s just not that into you,’” he says. "Pay attention to this information, and don't send a follow-up email before the estimated date they've given you for when you'll likely get a response.Land a great job, handle your boss and get ahead today.ĭavid Parnell, a legal consultant, communication coach and author, says there are generally three primary ingredients to the radio silence an interviewee experiences after their meeting, assuming we are talking about a savvy employer. "One thing to keep in mind is that interviewers often let you know towards the end of an interview about when they'll likely contact you," he explains. While the timeline can be somewhat flexible, Yang says the most important part is to listen to the actual interviewers. But you also don't want to wait too long, as an employer may have already made up their mind by that point. Yang says the timing of your second follow-up is essential because you don't want to seem as if you're nagging by sending a follow-up too quickly. The second type of follow-up email is sent a week or two after the interview if you haven't gotten any type of response from the interviewer, and is written to check in on the status of the hiring process." "The first is sent the day of the interview, and is meant to thank your interviewer for their time and to show that you are still enthusiastic about the job. "There are generally two different types of follow-up emails you can send after an interview," says Peter Yang, a hiring manager with more than 20 years of experience and CEO of Resume Go.
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