Comments on: The Post-Interview Black Hole

By: Josh Rickert

Josh Rickert — Tue, 19 Apr 2016 15:46:09 +0000

As a Department of One it is very difficult for me to respond to each candidate that applies for each position, however, when I do speak we a candidate, either on the telephone for a preliminary interview or after they’ve been onsite, I would make it a priority to contact them back, especially if we are not considering them further. This helps close the loop and then both sides can move on. As for candidates still being considered, I do reach out to them periodically (even in a quick email), to let them about the process and that we are still considering others, have not yet made a decision, but, are very interested in that particular candidate. I’ll even set the stage with a candidate to inform that this process is projected to take X amount of days/weeks, so they should not be too bothered by being in the Black Hole for too long.

By: Phillip- Johnson, PHR

Phillip- Johnson, PHR — Mon, 18 Apr 2016 16:24:35 +0000

In January of this year, I was recalled to return to the role I had been laid off from in February 2013. However, the recall is not permanent ,so I am actively seeking a new “home” that will (hopefully) be at least half as amazing as my current employer.
I have interviewed with a few companies. The “Candidate Experience” has been disappointing in most cases. Not because I didn’t land..in fact in three instances I removed myself from consideration because of issues I discovered in the interview process (not a place for me)- but in one situation, I was told by the final interviewer that I was going to be recommended for hire (and yes I realize she may have been speaking out of turn), then the Recruiter (outsourced) went on vacation. It is obvious, I fell through the cracks, and the last I heard was ” I think they put the position on hold but I know they have you in their system”. And then there are the situations where application is submitted and then… crickets. Not even an ATS generated disposition email.
I work to ensure that this is not the experience applicants and candidates for positions have with my current organization. I refuse to be “That HR Person”.
There is an epidemic amongst HR and Talent Acquisition professionals. They are apparently forgetting that they are the face of their organization to everyone with whom they come into contact. HR and TA are THE front line Brand Ambassadors. The candidate in the selection process today may be a decision maker working for a potential client tomorrow, or may even be a resource for getting to a great fit candidate for that hard to fill requisition. Every applicant and candidate should be treated like a VIP. They should be given thoughtful consideration and, even if they aren’t selected, be able to walk away from the process with a good feeling about the organization. If your ATS isn’t configured to auto generate a nicely worded email once an applicants resume is rejected, then take the time to leverage the full capability of your technology! If you aren’t reaching out. personally, to candidates who are not selected, you are doing a great disservice to yourself and your organization. Taking a couple of minutes to do so will equate to impacting your organizations bottom line at some point down the road.

By: Rich Henquinet

Rich Henquinet — Sat, 16 Apr 2016 10:35:30 +0000

As an HR leader who has done a lot of recruiting my philosophy is that all the candidates we engage are immediately told when they are no longer in the game. This way we give them closure and let them move on. But more importantly, they quit pestering us with emails and calls seeking updates. And yes, it is our duty and responsibility to let them know why they’re out of the game. Not doing this only portrays us as being disinterested and lazy. If you took the time to engage them, take the time to disengage them.

By: kathryn nicolato

kathryn nicolato — Thu, 14 Apr 2016 02:55:13 +0000

There are a growing number of employers who provide no feedback. It seems like the qick email or phone call to applicants has gone the way of the ‘thank you’ note…—nearly extinct. I believe the follow up sets an employer apart—above the rest. It does leave me with an impression of the employer. I support a return to employer feedback and follow-up for applicants. It’s the right thing to do!

By: Judith Hummel

Judith Hummel — Tue, 12 Apr 2016 12:53:55 +0000

As a candidate who was paid to travel to sites, and then hear nothing from the recruiter was both disheartening and aggravating. I would have appreciated even a “no fit”. Complacency? Busyness? Lack of resources? (And no, the recruiters weren’t from Victoria James, so take a breath of relief).
It still is the employer’s market (contrary to what I read), and there is still an overwhelming number of people who are applying for jobs, again despite the glowing reports of the unemployed workforce percentage dropping. I’m a HR manager, and can attest to seeing high numbers of responses. However, as your article pointed out, those people who are seeking a job may at some day interview me. I think it would be nice if companies and by extension, their recruiters would offer a courtesy to the applicant by responding.
I had been out of a job for nearly 1.5 years, and can personally vouch for lack of responses.

By: Debbie Norris

Debbie Norris — Mon, 11 Apr 2016 20:24:29 +0000

Valid comments – we need to remember that when we are on the other side of the desk.

By: stephenb

stephenb — Sun, 03 Jan 2016 17:24:19 +0000

It’s the truth, there is a black hole!