Back in November, I began interviewing with a local company that has a regional headquarters in Richmond. For obvious reasons, I can't disclose the name, but suffice it to say they are a Fortune 500 firm with what initially seemed to be a very respectable reputation. A friend put my name in the hopper for a position, and I soon received a phone interview for a screening. Shortly after, I had a second phone interview with the hiring manager, followed by an invitation to interview in-person down in Richmond. (Note: I live 90 miles north of the city.) In keeping with our usual format, here are some take-aways the company & others like it might want to note:
If you want to turn off your candidates, drag the interview process out over a number of months. This has been mentioned before, and while it's certainly understandable that companies want to move cautiously when hiring, taking months as opposed to weeks can convey a negative impression to candidates as to how management operates and how efficiently the organization conducts its business.
If you invite a candidate down for an in-person interview, make no attempt to reimburse him or her for any related expenses that they incur. So what if they have to drive nearly 200 miles round trip for the interview and wind up paying for all the gas, tolls, and meals out of their own pocket? They won't look unfavorably upon you for making them pay these expenses on their own if they really want a job. In fact -
If the candidate stays with relatives to avoid incurring any overnight accommodation expenses and save you money, consider that a side benefit that does not require any expression of appreciation on your part. Sure, some folks abuse their expense accounts the way most rock stars do their livers and personal assistants, but that's no reason to thank them for trying to save you money.
Don't acknowledge any follow-up messages or thank-you notes. Look, we understand that for legal purposes - as well as just the normal hesitancy that accompanies the interview and decision-making process - you need to keep responses and replies to a minimum. But if someone travels a good distance to interview in person with you and takes the time to send a polite follow up, a decent acknowledgment or thank-you on your part is hardly going to require that much effort. You can probably even have a template created for forwarding if you're really worried about saying anything that might cause legal concern. Of course, if you really want to take things up a notch -
Don't reply to any follow-up messages of any kind. Sure, the candidate may reach out to you after a week or two to express continued interest, but rather than reply or answer the queries, it's probably best just to ignore them altogether. That'll show 'em how great you are!
But best of all, if someone does all of these things and provides samples, portfolio pieces, project summaries, and outlines of the ways s/he is looking forward to contributing -
Don't show them the professional courtesy and respect you would expect for a finalist, treat them like an anonymous applicant instead! There is no need to bother with a personal e-mail or phone call thanking them for their efforts and interest; just let them know your decision by making sure they receive the same automated rejection you would normally forward to anyone sending a resume in response to a position listing in the local paper!
----- Forwarded Message ----
From: Human Resources
To: Jxxxxxxxxn
Sent: Sun, January 30, 2011 8:36:41 PM
Subject: Status of Application
Dear John
Thank you for your interest in the position of [XYZ]. After careful review of your resume we have decided to proceed with other candidates.
Please continue to visit the [our career] website to review additional opportunities for which you are qualified. We wish you every personal and professional success with your future job search. Thank you for your interest in [XYZ].
Sincerely,
[XYZ] Staffing
Replies to this message are undeliverable. Please do not reply.
I've said before that in an era of online media and social networking, companies need to be very careful with how they treat candidates. While nobody likes to learn that s/he did not get a particular job, candidates who are let down in a professional manner that shows respect and appreciation for their interest are far more likely to reapply for other opportunities with the company, particularly those that might be an even better fit for their skills and expertise. That's the difference between treating someone professionally vs. giving them a reason to go online to an Internet chat room, bulletin board, or job networking site and post critical reviews of the company and how it treats its applicants and candidates.
And while in a down market when so many people are desperately looking for work these kinds of shoddy practices might be overlooked or dismissed, over the long-term such practices have the potential to do tremendous damage to a company's image and its ability to attract and recruit key talent. In short, damaging your brand identity today can undermine your competitive standing tomorrow.
But then, if that's not a concern of yours as a hiring manager, there's certainly no need to worry about that now is there?
No comments:
Post a Comment