The hiring industry loves talking about the candidate experience.
Companies discuss their recruiting processes, employer reputation, workplace culture, and the importance of attracting talented people.
That's all well and good.
But what about the people who don't get hired?
Are they somehow excluded from the candidate experience?
Think about it.
A company might interview ten people for one position. One person gets the job. The other nine invested their time, shared their professional backgrounds, and expressed an interest in working for that organization.
What happens to those nine people?
Are they thanked for their time? Are they informed when the position is filled? Or are they simply forgotten once the company has found its new employee?
How a company treats the people it doesn't hire says just as much about its professionalism as how it treats the person who receives the offer.
And those unsuccessful applicants don't simply disappear.
They talk to friends, colleagues, former coworkers, and family members. They remember the companies that treated them respectfully, and they certainly remember the ones that didn't.
Some may even be customers of the businesses that rejected them.
A person who wasn't right for one position might be an excellent candidate for another opportunity six months later.
Why leave that person with a negative impression of the company?
A positive candidate experience doesn't require expensive programs, elaborate recruiting campaigns, or beautifully designed career websites.
Sometimes it requires nothing more than answering an email, keeping a promise, or taking a moment to thank someone for their interest.
The candidate experience belongs to every candidate who participates in the hiring process, not just the one who gets the job.
Perhaps the industry needs to remember that. What is that old saying? Don’t cut off your nose to spite your face?
Those other nine people you interviewed were worth your time, right? It pays to keep the good relationship with them. You never know how future circumstances unroll. Better that they have a good impression of your company than a bad one because you didn’t bother to cultivate the relationship.
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Maureen McCullough is a veteran resume writer with over 25 years experience in the field, serving clients nationwide. With a deep understanding of hiring, job searching, nationwide job markets and candidate needs - she offers resume writing for all levels from entry level to executive and C-Suite.
In addition, she offers candidate value proposition services which improve what candidates bring to the table. These include career strategy, career transition, career development, executive coaching and consulting, interview preparation and LinkedIn profile optimization.
She is the creator of the exclusive FAR → Foundation → Accomplish → Rebrand™ executive career strategy framework which gives executive clients our best possible flagship service for their career advancement.
She is also the creator of the Resume Job Match Review, a sophisticated yet extremely practical structured analytical framework based on her own proprietary software which compares your résumé against job descriptions you wish to apply for, helping you cut down on mismatches.
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