One of the biggest frustrations during a job search is when a prospective employer or recruiter firm stops communicating with you following a seemingly good interview. Professionalism seems to break down and a lack of follow-up etiquette ensues for no apparent reason. Then you start wondering if you are not a good fit, or if the job has been put on hold. Of course, you’re not always going to be the top candidate, and circumstances often change that affects the availability of a role. Recruiters and managers are busy and they often times have many candidate to process. But it is disappointing when a great opportunity fades to black and people stop interacting with you and won’t tell you why. I’m sure you can accept that you are no longer a viable candidate for a role if your contact openly communicates with you. You deserve to be told personally that you are not a fit and why, or that the position is no longer active. However, delayed communication about your status is concerning, and it deflates your motivation and interest in the opportunity. So how do you improve interview communications? How do you stay engaged with perspective employers?
Staffing representatives, recruiters or managers initially are open and engaging, as long as they view you as a leading candidate. That’s assuming you got through the Applicant Tracking System (ATS). However, once their attention is directed to other top candidates they begin to “shut you out” and even “rule you out” with little notice. You go from being a leading candidate to perhaps just one of many with no apparent reason why. Your initial view of the company goes from being an employer of choice and having a positive employer brand, to wondering if this is a indication of their culture. You would think that if you have had at least one interview you deserve a personal follow-up telling you where you stand, even if you are no longer being considered for the job. And you are right, you should receive personal timely follow-up regarding your status if you have had an interview.
So, what should you do to influence more effective communication and follow-up between you and the recruiter or prospective employer?
- Whoever you are dealing with, a recruiter or manager, set the expectation up front that you would appreciate periodic honest communication as the process unfolds. Make this request respectfully but clearly. I call it “Contracting for Communications” so there is effective and timely communication addressing updates and status. In the event that you will not go forward in the process, establish an agreement that you will be told the reason in as specific terms as possible. This helps you better navigate your transition going forward. Determine that if you do not hear anything by the given date, you have permission to follow-up with the interviewer to gain relevant information about the process or your status.
- When you work with a Recruiter (inside or outside), validate that you are viewed as a viable candidate and that you will be presented as such to the hiring manager. Clarify when you will be presented and what the communication protocol will be to learn if an interview will take place. These next two questions I address deeper in my interview coaching and related blog article, but at the end of an interview ask the following: 1. “As a result of our interview and my background, what stands out that would cause you to consider me as a leading candidate for the position?” 2. “Is there anything that gives you pause to consider me as a leading candidate?”
- You should Interact with the Recruiter or Manager in an equally respectful and communicative manner. Do what they ask you to do professionally and in a timely manner. Give them what they need when they need it. Demonstrate the kind of communication and behavior you value in return.
- You should seek to develop and “authentic” rapport with the recruiter or the manager. Do your research on your interviewers and their backgrounds. As best you can, identify both their personal and professional interests. That way you can relate better with the interviewer with during the initial stages of the interview. Be memorable at both the relationship and functional levels to help you bond with your interviewer. As you gain likability and respect, they will likely be more willing to communicate effectively with you throughout the process.
- When you’re in a position of authority and hiring, treat candidates the way you would want to be treated. If you have had an interview of any kind with a candidate, follow-up and communicate with them in a timely way as you would want to be communicated with. Let them know their status and what to expect moving forward. If they are no longer being considered as a viable candidate tell them that, and to the extent you can, tell them why they are no longer being considered. Your actions are a reflection of your employer brand and a reflection of how you communicate as a manager.
Every candidate like yourself deserves to be treated with dignity and respect. During the interviewing process, establishing good communication and follow-up protocols are important to set up proper expectations. Remember you are a professional, so it is appropriate following interviews to “Contract for Communications” as you establish yourself as a qualified and confident candidate.
Rex Rolf is a premier career, leadership, and performance coach with over 100 LinkedIn recommendations. Visit his website at www.Go4Cornerstone.com and view this Career Key Questions video http://bit.ly/Questions4U. To connect with Rex use this contact link.
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