Comments on: Candidates take action against ‘rude’ interviewers

By: cathy

cathy — Tue, 20 Oct 2009 15:54:04 +0000

I disagree with Cheryl’s response to candidates that if they don’t hear back, they can assume they are not selected. Everyone is busy and so are the applicants who took time, expense and effort to go to your company to interview. Ever hear of mail merge? You can send them a professional, polite email thanking them but that you find a candidate who was a better fit. You never know when you may have to hire one of the candidates you interviewed who was not selected. You never know if your top choice works out or if you have another opening. It is good public relations to send an acknowledgement and is lack of courtresy to not send an email to people who interviewed.

By: Jeanette

Jeanette — Mon, 19 Oct 2009 21:26:48 +0000

I have managers who refuse to make a decision. Sometimes the positions are not filled for a very long time and we “keep looking”. This makes it almost impossible to give a candidate an answer either way in a timely manner. I wish I could do better!

By: essie

essie — Fri, 16 Oct 2009 16:18:07 +0000

I responded to all 75 applicants in writing because our Food & Beverage Manager, who was doing the hiring, refused to do so. She has no computer skills and won’t take any classes to get the training. I have since stopped agreeing to do her typing for her too as I’m her peer, not her subordinate.

By: Michele

Michele — Wed, 14 Oct 2009 12:50:49 +0000

We’ve recently posted a job for a machinery mechanic and I have had 200+ applications so far. I will not be able to contact everyone who applied. The applicants who have come in for interviews, I will personally contact if they have not been accepted, but that’s all I can do.

By: Mary D.

Mary D. — Tue, 13 Oct 2009 19:19:02 +0000

Anette:
I am a recruiter and I don’t find it is necessary for me to get rude to anyone that responded to one of our job opportunities. Our ads list the necessary job requirements and experience. If I see a resume that comes close but lacks one if the requirements, I will normally contact the individual reminding them of the particular requirement listed in the ad and asking if the individual has that skill/training/experience and failed to list it or update it on their resume. Sometimes I never hear back from the applicant because they then realize that the skill is an important part of the job. I have had responses stating that their resume was not updated and explained further. I often receive resumes with a cover letter explaining that they don’t have the training/experience required but they are willing to learn. Sometimes silence is the best word. However, I don’t see the need to be outright rude with people.

By: Vicki

Vicki — Tue, 13 Oct 2009 14:24:33 +0000

If a position is advertised and applications reviewed, I either schedule interviews by telephone or write a short “thanks but no thanks” letter stating they were not selected for an interview. During the interview candidates are told the date a hiring decision would be made and how they would be notified. After the interview I notify the successful candidate by telephone and all other interviewees are notified by letter. We receive multiple walk-ins weekly that are not in response to any ads and I am unable to contact each and every one. If someone calls regarding their application I let them know where I have routed it and if there are any pending openings expected. Luckily we do not have a very high turnover of full time staff.

By: R. B.

R. B. — Mon, 12 Oct 2009 16:53:43 +0000

I try to let applicants know status of a position, but the reality is, I’m often so buried under hot projects and work that absolutely has to be done NOW, I do sometimes get behind in updating candidates about where we are in the process. After a position is filled, I try to contact everyone via e-mail to let them know it is now closed. But in reality, I have two file folders for engineering positions I just filled and I have yet to find the time to send out notices to the approx. 200+ people who applied. I guess I need to stop reading informational HR articles and start sending those notices…except this is how I take a break and clear my head for a moment before I get back at it. Sometimes I just have to take a little mental break so I can focus again. Sigh.

By: Annette

Annette — Mon, 12 Oct 2009 14:44:43 +0000

I was completely offended when I received the response below froma recruiter to a resume posting for a job. I am trying to change careers and do not have the experience in one of the categories which was clearly identified in the on-line questionare.

The recruter could have sent nothing or a form letter that said we do not believe you are a good fit but this was very unprofessional!!!

“You’re kidding right? Did you read the job description? Software experience as noted??”

I realize I’m just venting but this is the third time I have received a very rude response from a recruiter and wonder if anyone recommends how to respond in a professional manner.

Thanks!

By: SLMicek

SLMicek — Sun, 11 Oct 2009 18:50:15 +0000

Except for one letter in this exchange, it appears that “persistence and follow through,” are not desirable attributes to HR, when I believe those are essential to success in so many positions! A successful manager once told me that his secret to a successful organization was going to job fairs. He would put up his well-known company’s table top tent and would have 40 people in line in no time. He gave each person a minute or two of full attention…ranking them numerically on job-related experience, personality, ability to problem solve, interactive personality, sense of adventure.. He wanted self starters who were eager to learn. One minute is all it took for the ranking. He only gave applications to those that ranked high. He had no luck with those sent by HR because they could not look beyond the resume and had little association with the ultimate outcome…a productive employee. Is the email system the best way to recruit or is it the best way to buffer oneself from being accused of bias?

By: Former recruiter

Former recruiter — Fri, 09 Oct 2009 21:28:59 +0000

@ Michelle,

There must be a reason why you are not moving the candidate forward after doing the phone screen. Why not be honest (as diplomatically as you can) and tell her why she was not selected?