Many candidates put a lot of time and effort in preparing for a job interview. They might have spent hours on their CV and cover letter, thoroughly researched the business and rehearsed their responses to questions that could arise. They may also have needed to travel far for the interview.
Imagine, then, how depressing and frustrating it could be for a candidate if they never hear back from your company after an unsuccessful interview. This could damage your company’s reputation.
You wouldn’t just be disappointing the candidates…
As your company’s head of recruitment, you might not customarily prioritise giving any feedback to rejected candidates. You might assume that they would accept a standard “thanks, but no thanks” message or simply get the hint if weeks pass without them receiving even a notice of this kind.
However, ignoring the candidates in such ways is unprofessional and can blight your company’s image. Each of these people will have friends and relatives who hear of this neglect. Therefore, news of a botched recruitment process can spread alarmingly quickly.
Show sensitivity in the feedback that you provide
Nonetheless, perhaps your reticence to provide feedback is borne out of uncertainty about how to do so with the appropriate sensitivity. It’s worth taking into account that many unsuccessful candidates could feel as though they have failed, even if you may carefully avoid using that word.
You can still somewhat neutralise the sting of a rejection letter if you keep your criticism constructive. Also, point out where the candidate actually went right. It would benefit their future job-seeking efforts if they know what not to change.
Doing all of this can feed strongly into the effective management of your company’s reputation. We can help you with other aspects of reputation management, too, if you ring us on 020 3070 1959.