We work under a premise that my father is fond of saying, “They typically don’t need longer to say yes.”\u00a0 This is a truth of life that plays out time and again.\u00a0 There is one group of people that truly understands this principle…candidates.\u00a0 If they do not receive any feedback for a disproportionate period of time, they (properly) assume they were not a fit.<\/p>\n
What I don’t understand is why recruiters and hiring managers simply don’t tell the candidate they are not a fit.\u00a0 I have read many articles that discuss employment branding.\u00a0 In a simple vein, it seems obvious to me that one of the best branding approaches is to be candid and timely with all candidates.<\/p>\n
We have a couple of customers who interview candidates and then place them in a black hole.\u00a0 They tell the candidate they are interested in going to the next step but then they place the candidate in a black hole.\u00a0 No update, no plan, no contact.<\/p>\n
As hiring migrates to a networking-based channel, this black hole approach will brand companies in a bad light.\u00a0 That is the power of a network – news travels through it quickly.\u00a0 The better approach will be to simply inform the candidate of their status, even if it is a no.<\/p>\n","protected":false},"excerpt":{"rendered":"
We work under a premise that my father is fond of saying, “They typically don’t need longer to say yes.”\u00a0 This is a truth of life that plays out time and again.\u00a0 There is one group of people that truly understands this principle…candidates.\u00a0 If they do not receive any feedback for a disproportionate period of time, they (properly) assume they were not a fit. What I don’t understand is why recruiters and hiring managers simply don’t tell the candidate they are not a fit.\u00a0 I have read many articles that discuss employment branding.\u00a0 In a simple vein, it seems obvious to me that one of the best branding approaches is… Read More<\/a><\/p>\n","protected":false},"author":2,"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_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_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","enabled":false},"version":2}},"categories":[2,33],"tags":[797,799,798],"jetpack_publicize_connections":[],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p5Oho-qf","jetpack-related-posts":[],"_links":{"self":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/1627"}],"collection":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/comments?post=1627"}],"version-history":[{"count":0,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/1627\/revisions"}],"wp:attachment":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/media?parent=1627"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/categories?post=1627"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/tags?post=1627"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}