Woman looking at her phone and waiting for a call

Why you absolutely must call every candidate back after an interview

Elizabeth Bromstein|

If you are a hiring manager, there is a good chance that you have made a few enemies.

It’s inevitable. There’s a lot at stake in the job search, as people need jobs to survive and feed their families, so there’s bound to be a lot of emotion involved. And you hold the power to make or break a person’s future success, at least in the immediate future. But you can’t hire everyone, so some of those who miss the boat are bound to resent you, even though that’s unfair. So, you do your best to be personable and kind, right?

Or maybe you don’t.

There is one common behavioural habit among hiring managers that is hurting your reputations as people as well as your companies’ reputations, that makes you look like jerks and that is brewing bad feelings among candidates everywhere.

You don’t call people back after an interview.

Candidates come in for interviews, after which you usually say something like “We’ll let you know,” and then you don’t. The vast majority of the time they never hear from you again.

In a Workopolis poll that asked, “How long did it take the employer to respond after your last interview?” Twenty four percent said 24 hours, 17 percent said 1-2 weeks, 15 percent said it took over two weeks, and forty-three percent said they never heard back. That’s a lot.

So, people are left wondering what went wrong. They wonder when they should stop waiting for the call. They wonder if they missed it, and if they should call you.

And, do you know what this breeds? Contempt. You are taking people who could be allies and turning them, one by one, into detractors of your band.

“I never heard back after what I thought was a very promising interview with a company,” says a woman I know, Rachel. “Now I tell everyone not to apply there.”

Another friend, Michael, says, “I take exception. ‘We’ve decided to keep looking’ is a courtesy. I’ve fought the impulse to show up a week after not being called and ask “Where’s my desk. Nobody told me I didn’t get the job.”

I have also told people not to apply at a company that didn’t call me back after pretty much telling me in the interview that I had the job.

There is an easy way to avoid this: call or email people after an interview and let them know whether or not they got the job.

Peter Post, managing director of the Emily Post Institute and author of The Etiquette Advantage in Business, concurs.

“I think it’s incumbent on the interviewer to be sure to let the interviewee know the status of their application,” he says. “They’ve taken the time to come and see you. It’s simply the courteous thing to do.”

I’m not suggesting that you contact everyone who applies for a position, though this actually would be ideal if you could manage it, and have an automated email program to let people know their applications didn’t make the cut. Because, really, a lot of candidates start waiting to hear back from the moment that resume is sent, and the ensuing silence can be incredibly discouraging. But that’s not always feasible. It is feasible, however, to contact individual applicants who made it through the interview process and let them know the outcome.

You’re not too busy. You can make the time, or delegate. If you have any legal concerns, talk it over with a counselor to develop a script. You don’t have to give cause. You simply have to let them know to stop waiting for your call.

If you continue not to follow up, don’t be surprised if it comes back to bite you.

Post says, “You never know when that person you’ve just not responded to appropriately is going to be in a position to help you and your company.”

Just make the call. People will appreciate the courtesy and, as a result, will be less likely to turn on you and your organization. Really, it should be the least they can expect.

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Category: Hiring Advice, Human Resources, Management,