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Like people, I believe that some companies have good character while others don't. I believe you can get a glimpse into a company's character by seeing how they handle the interview process.
Are they organized? Do they keep you informed on the process? Do they return calls or emails? And most importantly, do they have the courtesy of telling you that you didn't get the job?
This morning, I got my first rejection. I had been through the interview process and waited a couple of weeks to hear back. I sent thank you notes and one industry-related email. I followed up this morning and learned that they had hired the other candidate (too bad they never told me). Bummer. Another company I have had four interviews with never returned my call after I checked in to see where things stand. A decision was suppose to have been made a week and a half ago.
When I hired people, I always thought it was good form to let candidates know where they stand. Good or bad news. You never know how your paths will cross in the future and just as it's important for candidates to be polite and professional, I believe it's just as important for employers to do the same.
Yes, it takes time (we're all busy) but having good manners shows candidates a lot about how the company treats their own and potentially their clients. A simple two-minute phone call, voice mail message or email will suffice.
It's an employer market right now so rudeness can be expected. But like all cycles, things change.
Candidate interviews for job, but didn't get the offer, was a close 2nd. However, the person who got the job backs out for whatever reason (better offer, changed his mind, personal circumstances, etc). If the company didn't send a rejection email to the close-2nd-candidate, they could always come back and make an offer to him. On the other hand, had they sent a rejection email, well, they can't exactly do a 180 and make an offer without losing some face.
Candidate interviews for job, but didn't get the offer, was a close 2nd. However, the person who got the job backs out for whatever reason (better offer, changed his mind, personal circumstances, etc). If the company didn't send a rejection email to the close-2nd-candidate, they could always come back and make an offer to him. On the other hand, had they sent a rejection email, well, they can't exactly do a 180 and make an offer without losing some face.
There is a better choice beyond either option. Inform candidate #2 he/she is clearly their 2nd most desired candidate after careful consideration, and while for this opportunity they are pursuing candidate number 1 for now, should it not work out, or should any relevent opening come up in the future, they would be absolutely be delighted if he/she were to pursue it.
That keeps the backup in the possible loop should #1 not work out, presents a wonderful, graceful way to explain hs/she is not choice #1 right now, and just as important, it makes it far, far mor likely choice #2 would welcome future opportunites with that company.
In general, the problem is simple: Neither H/R, nor Hiring managers think long-term anymore. Think about building the corp's reputation as an employer long-term. Most in a position to hire, IMO, should be fired for cause, as they dilute the quality of the applicant pool long-term, mainly due to their own laziness.
There is a better choice beyond either option. Inform candidate #2 he/she is clearly their 2nd most desired candidate after careful consideration, and while for this opportunity they are pursuing candidate number 1 for now, should it not work out, or should any relevent opening come up in the future, they would be absolutely be delighted if he/she were to pursue it.
That keeps the backup in the possible loop should #1 not work out, presents a wonderful, graceful way to explain hs/she is not choice #1 right now, and just as important, it makes it far, far mor likely choice #2 would welcome future opportunites with that company.
In general, the problem is simple: Neither H/R, nor Hiring managers think long-term anymore. Think about building the corp's reputation as an employer long-term. Most in a position to hire, IMO, should be fired for cause, as they dilute the quality of the applicant pool long-term, mainly due to their own laziness.
BINGO! Good answer bobtn. Now I want to hunt down this company's competitors and get hired
A major reason I accepted the job I start in June is because of how organized the interview process was. For new grad engineers, they set up an interview event consisting of about 15 people who made it to the final round for various somewhat related positions. Everything was organized and scheduled perfectly, with relevant people interviewing us, and not just an HR barbie. By the time it was time to leave, I really wanted to work for them. Two job offers came on at the same time, and the interview process was a large reason I picked this one.
It is in your best interest to gauge not only the company during the interview (do this by asking about company culture, observing, asking company history etc.) but also the PEOPLE in the company. When you learn to gauge the people you could potentially be working for you will realize whether or not you want to be there. Understanding a companies mission is really easy, but working for the management is a whole different beast. Learn how they manage (or if they even know basic management skills) and how the rest of the employees get along. I ask a lot of questions when I go on interviews, I see it as me interviewing them, not as them interviewing me so much.
I agree with you. I had interviewed once with a start-up company that appeared as though they were "hiding something" during the interview process. They would not invite me to tour the work facilities. After a few interviews, I was made an offer (more $$) and I accepted.
After spending a week there, I had the gut feel that I made a mistake in joining this company. Their work environment and culture was terrible (this is why they did not want to show me the facilities).
After 7 months, I left.
Lesson learned: if you see or smell something wrong, there usually is.
There is a better choice beyond either option. Inform candidate #2 he/she is clearly their 2nd most desired candidate after careful consideration, and while for this opportunity they are pursuing candidate number 1 for now, should it not work out, or should any relevent opening come up in the future, they would be absolutely be delighted if he/she were to pursue it.
That keeps the backup in the possible loop should #1 not work out, presents a wonderful, graceful way to explain hs/she is not choice #1 right now, and just as important, it makes it far, far mor likely choice #2 would welcome future opportunites with that company.
In general, the problem is simple: Neither H/R, nor Hiring managers think long-term anymore. Think about building the corp's reputation as an employer long-term. Most in a position to hire, IMO, should be fired for cause, as they dilute the quality of the applicant pool long-term, mainly due to their own laziness.
Thank you, this is great. If I come across this situation, I will do exactly that.
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