I’m sorry to have to do this. It pains me to bring up, once again, the time worn topic of The Candidate Experience. Hasn’t most everything been said, discussed and debated? Oh sure, Gerry and Elaine continue to come out with new findings and insights (always fascinating!) but is anything happening? Changing? Evolving?
I offer these stories shared by friends of the HR Schoolhouse:
Friend A, who hangs in the HR space, completed an online application in response to a job posting with a highly regarded company on LinkedIn; within several days he was contacted by a corporate recruiter and scheduled for a digital interview. “Super,” he thought. “If they’re using digital interviewing technology it confirms for me they’re an organization that ‘gets it.’ He had high hopes; this company has been hyped as a great place to work with an engaging culture. They’ve been noted as an innovator in HR practices and individuals working there are frequently lauded as ‘thought leaders’ in, you guessed it, the HR space. The interview process went well and he settled in for a brief wait, confident in his knowledge that here was a company that believed in treating candidates well so he should receive some notification in a timely manner. That interview occurred 3 months ago; he has yet to hear one single word. One.
Friend B works in recruiting at the leadership/executive level. Though not actively searching for a job she recently saw a very tantalizing posting to lead the Talent Function (recruiting, performance, development) with a global firm; she checked it out, liked what she saw, and applied. Within 24 hours she received a call and a phone interview with the corporate recruiter was scheduled for a week later. All went well on the interview and a timeframe of several weeks was given at which point, she was assured, she would learn the status of her candidacy and any next steps, if she remained a viable candidate, including travel to the HQ office on the opposite side of the country would be discussed. The recruiter asked her to send a connection request on LinkedIn. That interview occurred 2 months ago. The LinkedIn invite has not been accepted nor has Friend B heard one single word. Not one.
Recruiters and HR practitioners the world over regularly lament the lack of time in their day; “I can’t get back to every candidate,” they like to whine. OK – you’re busy; I get it. But these two situations are absolutely absurd.
Surely if you’ve been able to spend the time, effort and money to invest in the latest/greatest digital interviewing, you have an ATS that allows you to very easily, with one click or tick-of-a-box, send a pre-formatted email to a candidate. Certainly, you must agree, if you’re hiring for the head of Talent in your organization you can do a better job than conducting a lengthy phone interview followed by an endless wait whilst crickets chirp in the background?
Tell them thanks but no thanks. Tell them the position has been put on hold. Tell them they suck and can go to hell for all I care.
Just tell them something.