#Should you follow up after an interview how to

“Not only do they want to close the loop, but they often would like to hear feedback from the employer and see if they could be considered for opportunities down the line.” Sanja Licina, PhD and senior director of Workforce Analytics at CareerBuilder, says candidates don’t want to remain in a state of anticipation, wondering if they’re still in the running. Why do candidates want feedback, even if it’s negative?ĭr. Especially in these days when social media can play such an important role, being discourteous to job applicants makes virtually no sense.” “Not providing feedback to job candidates is a reflection on their entire management process. “Most employers are very concerned with their reputations,” he adds. He says employers will always be looking for new talent, and if a job seeker has the choice to work for an employer who is known for showing respect for job candidates versus one that does not, candidates will likely choose the employer that operates respectfully. The Definitive Careers Guide From Forbes encompasses every aspect of the job hunt, from interview to promotion. The Forbes eBook: Find And Keep Your Dream Job Job applicants have long memories, and it may be difficult to acquire that same quality talent later if candidates are not treated well now.” “Even a template letter of acknowledgment is better than no response. “When the labor market tightens once again, and employers are avidly searching to fill critical spots, they may look back at such practices and wish they had been more responsive,” Taylor says. Another 22% said they would tell others not to work there and 9% would tell others not to purchase products or services from the company. The 2013 CareerBuilder survey found that the effects of a candidate’s negative experience can lead to a broader impact on the employer’s business or its ability to recruit top talent.įorty-two percent of workers said they would never seek employment with the company again if they were displeased with the way their application was handled. As it turns out, following up is beneficial to both parties in the long run (even if it’s awkward and uncomfortable at the time). In Pictures: 10 Things to Do When You Don’t Hear Back After a Job Interviewīut candidates deserve to hear back-even if the news is negative. “Vacations, hiring freezes, restructurings, resignations, and project status changes can all affect if and when you hear back from an employer.” Given the breakneck pace of a thin staff today, it’s not uncommon to hear back a few weeks later from a prospective employer, after you’ve given up the fight, she says. The scales are still tipped in favor of the employer, and unfortunately as a result, many do not allocate the resources necessary to respond to each job candidate.” “The short-term-oriented thinking is that candidates are in abundance, so we can save on labor costs by only responding to A-list candidates. “Unemployment is still relatively high, and many companies are deluged with candidates,” she says.

#Should you follow up after an interview how to

Lynn Taylor, a national workplace expert and author of Tame Your Terrible Office Tyrant How to Manage Childish Boss Behavior and Thrive in Your Job, offers another explanation. “As a result, often times mum’s the word.” “And while they are otherwise occupied with the candidates they covet, telling others that they won’t be pursuing them and why is not only uncomfortable (for all parties), it potentially exposes them to legal action,” he says. If they desire a candidate, they will pursue them with fervor if they do not, they won’t. And three, the potential risk for providing specific, negative feedback is much higher than the potential reward.”Įmployers, like most other humans, “are self-interested and rational,” he adds. “Two, bandwidth is precious and needs to be spent on more pressing issues, like more competitive candidates. “One, ‘he’s just not that into you,’” he says.

Land a great job, handle your boss and get ahead today.ĭavid Parnell, a legal consultant, communication coach and author, says there are generally three primary ingredients to the radio silence an interviewee experiences after their meeting, assuming we are talking about a savvy employer.