Q: I just applied to the ideal job. I have had three interviews. I expected an offer quickly, because of the pace of the interviews. Now, silence. I am frustrated and angry. I have attempted to contact them a few times, in different ways. Once I left a voicemail message, the other two times I emailed the hiring manager. The hiring manager had explained that he would be my contact during this process. I am confused. Does this happen often?
A: This is disappointing, but not unheard of. Though not common, it is a complaint that I hear from many job hunters. Sometimes, we hear that the candidate applies and then hears nothing back. This is more common. Online job applications, or responding to a post, is quicker and easier than it has ever been before. What happens sometimes is that candidates, and every other person with an updated resume, applies to a posted job. If a controller role is posted, a candidate with no accounting experience posts!
What you have described though is different. In your situation, you have invested time and it sounds like there was some interest in your background. If a candidate applies and participates in some type of interview (Zoom or face-to-face), and receives no response from the employer, this is incredibly disappointing.
Some hiring professionals are crushed with work, and “closing the loop” often feels like another item on the never-ending “to do” list. However (and this is a big forever) the “closing the loop” step is essential. Any candidate who participates in the selection process absolutely deserves a personal response. The response might be an email or a phone call, but it should be something! A company’s reputation matters. If an employer continues to demonstrate a lack of professional courtesy and overall sloppiness during the selection process, this reputation will likely catch up to them. There are many online sites which track an employer’s reputation. Candidates can and often will write a review of the selection process. I have even seen comments online in other platforms (e.g., Twitter, Facebook or LinkedIn). Of course, no company is perfect. I have had clients who have lacked follow-through with candidates because of a system crash, an employee illness or an emergency within the organization. These crises are exceptions though. Employers need to update each and every candidate of their status as a candidate. Conversely, there are also candidates who require an incredible amount of reassurance and expect almost daily updates. I have had candidates expect to schedule a one-hour debrief call with me, to discuss why they were not selected, feedback on why they were not selected and a review of their other opportunities. This is a yellow flag for most talent acquisition people. This type of candidate is often perceived as demanding and high maintenance.
Finally, there is a point in time where you just need to realize that this process won’t result in a job offer. The time and energy devoted to this role, could be used focusing on other opportunities.
I am sorry this happened to you. While disappointing, dust yourself off and move on. There are other roles out there.
Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.