Steven Rothberg<\/a>.\u00a0 The post used a couple of quotes from hiring managers that were offended by candidates sending out an email from a blackberry within minutes of the interview and a text message to the managers cell phone.\u00a0 The hiring manager that received the text felt her “personal space” was infringed on.\u00a0<\/p>\nIf you agree with these hiring managers then you need to change your thought process.\u00a0 With all the technology at our disposal, we shouldn’t be surprised or taken aback with almost instant feedback or correspondence (especially with Gen Y).\u00a0 This may not be how I would send the thank you, but I shouldn’t be offended if a generation who has grown up with all this technology uses it to it’s fullest.\u00a0 I agree with Steven’s point that\u00a0if you hand out your business card with your contact information then how can receiving a text be an infringement on your personal space?<\/p>\n
Which leads me to this question –\u00a0how quickly do you get back to candidates after an interview?\u00a0 I hear from candidates all the time that they are constantly left in the dark as to where they are in the hiring process.\u00a0 If you have an interest you should never\u00a0leave them hanging.\u00a0 We have heard of companies that wait weeks<\/em> before getting back to candidates.\u00a0\u00a0<\/p>\nI doubt that is an image you want to give candidates at this step in the process.\u00a0 I know you have a lot going on and hiring is only a small part of all the responsibilities you have, but bottom line, you don’t want to turn off strong candidates.\u00a0 You have spent a lot of time and money getting a candidate to this point in the process so keep things moving.\u00a0 If you don’t have an interest in a candidate then\u00a0tell them.\u00a0 They won’t like it, but they will respect it.\u00a0 As we have said before, during the hiring process you will see the candidates at their best.\u00a0 The same holds true for you the hiring company and manager.<\/p>\n","protected":false},"excerpt":{"rendered":"
As an employer what type of follow up should you expect from a candidate?\u00a0 Should you receive a thank you?\u00a0 Should that thank you be a hand written mailed thank you, an email thank you or a quick text on your cell phone? Did that last one\u00a0get your attention?\u00a0 It did mine as I read\u00a0a post from Steven Rothberg.\u00a0 The post used a couple of quotes from hiring managers that were offended by candidates sending out an email from a blackberry within minutes of the interview and a text message to the managers cell phone.\u00a0 The hiring manager that received the text felt her “personal space” was infringed on.\u00a0 If… Read More<\/a><\/p>\n","protected":false},"author":4,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"bgseo_title":"","bgseo_description":"","bgseo_robots_index":"","bgseo_robots_follow":"","_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_feature_clip_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2},"jetpack_post_was_ever_published":false},"categories":[14,2],"tags":[1748,125,1762,1132],"class_list":["post-1822","post","type-post","status-publish","format-standard","hentry","category-communication","category-hiring","tag-hiring","tag-hiring-process","tag-hiring-salespeople","tag-interview-follow-up"],"jetpack_publicize_connections":[],"jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p5Oho-to","jetpack-related-posts":[{"id":1133,"url":"http:\/\/selectmetrix.com\/blogs\/2007\/08\/when-to-trust-your-intuition\/","url_meta":{"origin":1822,"position":0},"title":"When To Trust Your Intuition","author":"Derrick Moe","date":"August 15, 2007","format":false,"excerpt":"Yesterday I posted on a quick story regarding owners who make hiring decisions based on their gut feeling.\u00a0 I want to follow it up today by clarifying this approach. The article simply states that the owners made a yes or no hiring decision based on a gut feeling.\u00a0 It does\u2026","rel":"","context":"In "Assessing"","block_context":{"text":"Assessing","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/assessing\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/selectmetrix.com\/blogs\/wp-content\/uploads\/2007\/08\/windowslivewriterb078dcf4b333-c490roulette.jpg?resize=350%2C200","width":350,"height":200},"classes":[]},{"id":2571,"url":"http:\/\/selectmetrix.com\/blogs\/2015\/05\/objectivity-trumps-bias\/","url_meta":{"origin":1822,"position":1},"title":"Objectivity Trumps Bias","author":"Derrick Moe","date":"May 7, 2015","format":false,"excerpt":"We are all biased, it is simply how we are wired no matter what people believe.\u00a0 Our brains have the innate ability to categorize \u2013 a distinct survival mechanism for sure.\u00a0 This ability becomes problematic in the hiring process as hiring managers can often be influenced by their own biases\u2026","rel":"","context":"In "Hiring"","block_context":{"text":"Hiring","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":2289,"url":"http:\/\/selectmetrix.com\/blogs\/2010\/03\/hiring-like-a-detective\/","url_meta":{"origin":1822,"position":2},"title":"Hiring Like A Detective","author":"Derrick Moe","date":"March 9, 2010","format":false,"excerpt":"Yes, the title is a bit quirky, but it is true.\u00a0 A significant portion of successful hiring involves being a good detective.\u00a0 I have always taken that approach when helping our customers find the right salesperson for their position.\u00a0 To be a good detective, you need to be a bit\u2026","rel":"","context":"In "Assessing"","block_context":{"text":"Assessing","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/assessing\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":53493,"url":"http:\/\/selectmetrix.com\/blogs\/2019\/07\/bad-hiring-trend-lack-of-decisiveness\/","url_meta":{"origin":1822,"position":3},"title":"Bad Hiring Trend-Lack of Decisiveness","author":"Derrick Moe","date":"July 19, 2019","format":false,"excerpt":"This HRE article addresses a worrisome trend in hiring today - slow hiring decisions. Decisiveness is the most important trait of successful hiring managers.\u00a0 Lacking today because people are unsure of who they are hiring.\u00a0 Can use assessments to assuage this fear. Gartner found that, in 2018, the average time\u2026","rel":"","context":"In "Hiring"","block_context":{"text":"Hiring","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/selectmetrix.com\/blogs\/wp-content\/uploads\/2019\/07\/Speedometer.png?fit=560%2C315&resize=350%2C200","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/selectmetrix.com\/blogs\/wp-content\/uploads\/2019\/07\/Speedometer.png?fit=560%2C315&resize=350%2C200 1x, https:\/\/i0.wp.com\/selectmetrix.com\/blogs\/wp-content\/uploads\/2019\/07\/Speedometer.png?fit=560%2C315&resize=525%2C300 1.5x"},"classes":[]},{"id":2558,"url":"http:\/\/selectmetrix.com\/blogs\/2015\/04\/revealing-resumes\/","url_meta":{"origin":1822,"position":4},"title":"Revealing Resumes","author":"Derrick Moe","date":"April 8, 2015","format":false,"excerpt":"We run a systematic hiring process for sales positions.\u00a0 We have refined the process over the past 14 years and have it optimized (even though when we started we were writing newspaper employment ads!).\u00a0 As part of any hiring process, you have to receive resumes of respondents to the ad.\u00a0\u2026","rel":"","context":"In "Communication"","block_context":{"text":"Communication","link":"http:\/\/selectmetrix.com\/blogs\/category\/communication\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":2230,"url":"http:\/\/selectmetrix.com\/blogs\/2010\/01\/interview-myths\/","url_meta":{"origin":1822,"position":5},"title":"Interview Myths","author":"Derrick Moe","date":"January 11, 2010","format":false,"excerpt":"This article from Yahoo\u2019s Hot Jobs contains 5 hiring myths designed to help candidates perform better in an interview.\u00a0 Myth #1 is excellent for the hiring manager: Myth #1: Be prepared with a list of questions to ask at the close of the interview. There is some truth in this\u2026","rel":"","context":"In "Hiring"","block_context":{"text":"Hiring","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]}],"jetpack_featured_media_url":"","_links":{"self":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/1822","targetHints":{"allow":["GET"]}}],"collection":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/comments?post=1822"}],"version-history":[{"count":1,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/1822\/revisions"}],"predecessor-version":[{"id":1830,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/1822\/revisions\/1830"}],"wp:attachment":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/media?parent=1822"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/categories?post=1822"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/tags?post=1822"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}