Applicants are often faced with a situation where, after an interview, employers do not tell them the reasons for the refusal of employment. We already wrote how and why to find out the reasons for the refusal, but getting an honest answer to this question is not so simple. And sometimes the phrase “We will call you back” becomes the last one that the candidates hear. Why is this happening? Is it connected with our mentality or is it happening all over the world?
Work.ua decided to find out whether such a practice is unique to our country or is often found all over the world. On the Quora.com website, overseas recruiters replied uncomplicatedly how they act in these situations and why.
Gail MacDowell, Head of Recruitment Agency
Let's face it - can you honestly say the reason why you are forced, for example, to refuse someone to meet? With no exceptions.
Will you tell a guy or girl you can't have dinner together because he or she is a little weird and seems unattractive to you?
Will you tell a friend you met only a couple of times and who invites you to some event that you won’t go because you barely know him and he really gets you?
Will you tell your friend’s friend that you aren’t so close as to go to the movies together and consider him an uninteresting person?
No, you will come up with an excuse. “Oh, sorry, I'm very busy that day. Maybe next time". This is the “honest” answer.
Oddly enough, but employers, recruiters and HR managers are also people. And often they don’t see the pluses in the frank answer, but see only the minuses.
It can be rude. It’s scary and awkward to tell other people unpleasant things. It’s much easier not to say anything.
Because of this, there may be a bad impression about the company. Having told someone the truth, it is naive to expect that this person will thank you and will work on the mistakes. Rather, he will get angry and be sure that you are wrong. In the event of employment, the representative of the company will be wrong, which means the whole company. So in the eyes of the candidate this is a bad company, and he may well want to tell this to everyone he can.
There may be too many reasons. Imagine a situation when you are going to go to a Chinese restaurant with your friends. But your friend Bob doesn’t like the interior there, Sally doesn’t eat meat, Jim doesn’t mind going, Bet just doesn’t like Chinese cuisine, and Alex considers her too healthy. There are many opinions and reasons, but in the end you won’t go there. Approximately the same with the selection of personnel. Different company representatives may have many different opinions regarding the candidate, but in the end they will decide that he is not suitable. To explain everyone’s point of view will be too complicated and time-consuming.
Everyone I know does that. Many companies take an example from other companies and do not even think about why to do otherwise.
In fact, I would like companies to state the reason for the refusal to candidates. And many large companies do this, but not all. They could try to do so, if only for the sake of experiment. But it’s much easier and more painless for them to do this. And I understand why. For applicants, the main thing is not to take it to heart and not to stop searching.
Matthew Lancy, ten-year-old recruiter
Quite often, you do not get a job, not because you did something wrong, but because someone did it a little better than you.
I will draw an analogy with the Olympic sprint at 100 meters - there can be only one gold medalist. It can be faster than silver only by 0.01 s, and bronze by 0.03 s, but only he will get first place.
Will someone call a silver or bronze medal winner the absolute winner? No. Have they done well in the race? Yes. Could they do something else or something different in those 10 seconds of the sprint to win? Who knows.
The same goes for hiring staff. In my work, I very often came across a situation where all the candidates were good, but one was a little better than the others, and you can only hire one. I asked the management what to say to other candidates, their answer was always: "Nothing." And to be honest, I myself did not know what to say in such a situation, so that it looked sincere, and did not seem like a simple excuse.
Embra Banjamin, Facebook recruiter
There can be a great many reasons why a candidate has not got a job, and this is always what the candidate does not want to hear. Honestly, 9 out of 10 candidates, whom I named the reasons why they did not pass the interview, reacted very sharply. They took a defensive position, argued that we were wrong, that our approach was wrong, they could not agree with us. And if you take one such conversation and multiply by 20-30 candidates a week, you get a big time gap - we simply will not be able to do anything.
However, when I see that the candidate is quite mature and calm professional, I say the reason for the refusal, because I know that he will adequately perceive it. But
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