According to various sources, 40% to 60% candidates never hear back from their potential employers after an interview. How do you think, whom does it cause more harm — a candidate or a hiring company and its reputation?
Silence harms you and your company
You’ve probably been in a candidate’s shoes before. So picture a situation like this: you’ve applied for a position, got an invitation to an interview, had a conversation with the hiring manager, and then you never got any response. How would it make you feel? Would you change your opinion about the company? Would you recommend it to your friends?
If you are one of those employers or recruiters who have a habit of leaving candidates with no response, it’s time to rethink it.
Always give feedback to your candidates
Here’s a number of Why’s:
This creates a bad impression about your company. By ignoring candidates, you show contempt (and bad communication skills).
You lose a potential future employee. When the candidate grows to meet your requirements, he or she won’t be there to take the job (or even talk to you given the poor treatment they received in the past).
This will not stay between you and your candidate. It means, you will lose not just one candidate, but a whole lot of potential talents. People talk, and bad experiences are discussed far more often than good ones. Expect mistreated candidates to tell all their friends about how poorly you dealt with them.
You lose your future clients: not just the candidate, but also members of their social network.
Your and the candidate’s paths might cross once again in the future. Let’s hope the impression you left them with makes it a pleasant encounter.
It’s true, there is little appeal in rejecting a candidate. You can think of it as a dentist appointment — while you don’t necessarily enjoy it, the outcome is beneficial for both you and the candidate.
It’s your responsibility as a hiring manager to take care of your company employer brand. Effective communication with candidates should be a part of your policy. Just like the candidates who are hired, those who don’t make it further than an interview deserve a feedback from you. By keeping them informed, you establish yourself as both an employer worth working for and a business worth dealing with.
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