This damages the image of the company.

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Every action by which a company relates to society is an act of communication. For this reason, companies are increasingly concerned about the customer experience, after-sales service or the treatment of their workers. However, there an aspect that many organizations tend to neglect: the management of professionals discarded in a selection process.

In a survey of the human resources company The Greenhouse, 75% of the professionals consulted stated that they had participated in selection processes in which, after a first contact by the company, they never heard from her again. A percentage very similar to that collected by Indeed in a report similar published in 2019: 76% of companies do not communicate more with the people they have discarded after evaluating their candidacy for a certain job.

For David Bonilla, an expert in human resources in the technology sector, that eternal silence provokes discomfort among the rejected candidates who were never told that they had been rejected. Some applicants who are related to other professionals in the field who, little by little and thanks to word of mouth, will spread to a circle that is increasingly wider than the company in question. does not care about the people who are interested in working in it, as explained in its latest newsletterThe bonilist.

“I always repeat to the companies I work with that, in order to find talent, they must completely change the paradigm and assume that when they hire they are not buying, but selling. Selling your project to a professional. We should begin to consider candidates as potential clients and worry about the possible dissatisfaction that we cause in them. A study commissioned by Coca-Cola in 1980 already determined that each dissatisfied customer talks about his experience with an average of 10 people, twice as much as in the case of satisfied customers, ”he points out.

The job portal Infojobs points out something similar on your blog: that the moment of rejecting a candidate should serve to show a company culture that cares both for those who join and for those who are interested in being part of the company. And that correct and fluid communication is essential for this.

Bonilla explains that dealing with rejected candidates is always difficult, because nobody likes to be rejected, but he assures that with a series of good practices, the selection technicians can mitigate discontent professionals and make your experience with the company much more bearable.

give what you ask for

The key, says the expert, is to give back to the candidate the same thing that he is giving to the company: “If we demand that you give us your professional data, we should correspond with detailed information about our company. If we ask you to spend time on a selection test, we should spend the same time evaluating it and giving actionable feedback.”

For Infojobs, on the other hand, with maintain fluid communication throughout the process and report rejection as close and personal as possible, even with automated messages and templates, is enough. Above all, explains the employment portal, when it comes to selection processes with a high number of applicants who are going to be discarded.

Bonilla, therefore, bets more on a more exhaustive and personal process, and explains the best ways to communicate with the candidates depending on the phase in which they have been rejected, according to his criteria. For example, in the first stage of simply comparing resumes, she recommends informing rejected applicants of the common characteristics that meet those who have passed the first sieve. For those who have reached the personal interview and have not passed it, he advises explaining why the technicians believe that they will not adapt to the company based on the data they have collected in that meeting.

Most job interviews end in unanswered emails: 'ghosting' is on the rise

In the event that the candidate does not meet the skills of the position in the technical test, Bonilla suggests that the technicians explain to the candidate the knowledge that they need to acquire or reinforce to obtain a position of these characteristics, and even advises that they be provided with information about courses or readings for it.

Finally, if the candidate has reached the last stage of the process and has been discarded because there is another better applicant, not because he is not suitable for the position, he recommends detail to the affected party the reasons why the company has decided on the other professional with complete honesty. In this case, moreover, Infojobs recommends communicating the decision and the reasons to the people rejected by telephone, a means closer than an email, since this worker will have gone through several stages of the selection process and not obtaining the position may be a harder blow for him than for those who have stayed in previous steps.

Every action by which a company relates to society is an act of communication. For this reason, companies are increasingly…

Every action by which a company relates to society is an act of communication. For this reason, companies are increasingly…

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