Blog Post

Job Candidates Deserve a Fair, Equitable, and Transparent Interview Process

    
March 13, 2017 Author: Brent Connor

Several years ago I went on an interview with a very prominent company whose products I still enjoy. As a recruiter I pride myself on my interviewing skills; I’m generally on the other side of the table doing the interviewing, so I’ve always been comfortable with the process and answering tough questions. This interview seemed to go fairly well. I had hopes that I would be selected as the company and products were very appealing to me.

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Two weeks later, no word back.

No rejection. No “thanks”. Nothing.

Just silence.

Of course I followed up, but got no response. Unfortunately, as job applicants too many of us have been there.

As I thought back over the interview I writhed in self-retribution. What did I say wrong? I’m a recruiter; didn’t I answer the questions right? I was left twisting in the wind, with absolutely no feedback on my performance during the interview. It didn’t feel good. Then it became clear that the recruiter was “too busy to get back to me”, making me feel like my time was less important than theirs.

Early in my recruiting career I realized that tracking applicants through the hiring process is an extremely important task, and that highly effective recruiters know where every candidate is through every part of the process. There is no excuse. Applicant tracking systems greatly improve our ability to manage candidates through the process all the way through to closure. So is it laziness, arrogance, oversight, or incompetence that makes some recruiters feel that it’s not important?

I’ve found that well over 90% of the candidates appreciate closure, and actively solicit feedback on how they can improve. When requested, we provide feedback from the interview team and try to help the candidate understand why they were not selected for a given position. Of course, this is a very delicate process that requires tact, diplomacy, and empathy.

What it boils down to is caring for each individual candidate. We want all candidates pursuing a career at Rocana to have the best experience possible, and when it doesn’t result in a new hire, closure is a crucial part of that process. We would much rather hear "I didn’t get the job, but it’s a great company", than "those jerks never called me back". Recruiters must close the loop with candidates even if it’s to share the bad news. It may be a difficult part of the job, but it comes with the territory and is clearly the professional thing to do.

It’s also important to keep in mind that in today’s world, every candidate may one day become a customer. Not to mention the fact they may be more suitable for a different position at some point in the future, or they might refer us to a friend or colleague that is a perfect candidate. Burning bridges is never a good idea, no matter the endeavor.

At Rocana, we strive to provide a fair, equitable, and transparent interview process. If someone is kind enough to participate in our interview process and allow us to get to know their skills, interests, abilities, and passions, the least we can do is to reach back out to let them know that we appreciate their time, effort, and interest. If you are willing to invest the time to thoroughly evaluate us, we are willing to invest the time to thoroughly evaluate you.

Looking for a new career? Apply for open positions through our careers page. You’ll be hearing from us – that’s my personal guarantee.

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