Does anyone actually want to receive bad news? As it turns out, the answer is a resounding ‘yes’ from one group of people – your job candidates. While it may seem like a surprise at first, the fact is that job candidates have strong feelings on the belief that “bad news is better than no news at all” and would overwhelmingly prefer they hear “we’re sorry, but we’ve decided to go with another candidate” from a company they’ve applied to than hear nothing at all.
Breaking Up is Hard to Do
From an organization’s perspective it’s not hard to understand why they wouldn’t want to contact a candidate they have no interest in hiring.
In 2015 applying to jobs has, theoretically, never been easier. From the ability to “fast apply” to certain postings on job boards by simply putting in a name, contact information, and attaching a resume, there’s no telling how many applications a job seeker can fire out during the course of a day. Even if there’s no quick apply feature, applying really has never been easier – gone are the days of having to go from site to site, filling out paper applications and printing out resumes. The digital revolution (and specifically, the mobile revolution) have made it so applying can be done anywhere at any time.
Even beyond the influx of applications that can come in nowadays, many organizations might be asking “what’s the point?” when it comes to saying no thanks. After all, the job candidate didn’t get the job – the hiring relationship is over. Why do they care?
A Matter of Reputation
Candidates love communication. They love it so much that a whopping 28% of surveyed candidates said the one thing they want to know from a company was that they’ve been passed over for a position. This was the highest response in the survey, which asked candidates what communication they are looking for from an organization. That means, even above hearing about a job description or the timeline of the process, candidates want to be told “no thank you, we’re going with someone else.”
And that’s not all. Not only do candidates want to be told if they’re out of the running, they feel that not being told creates a bad candidate experience. 60% of candidates said that their hiring experience was bad because the company didn’t bother to give them a direct answer after a face-to-face interview.
This goes to the idea that communication is everything. Communication influences whether or not candidates will bother to fill out your hiring assessments, and it influences how candidates view your organization’s hiring practices.
But how does this benefit you? Sure it makes the candidate upset if they don’t hear anything, but does that negativity actually impact your organization?
Yes, it does. Job candidates have the ability to share their experiences through a range of platforms – from word of mouth, to social media, to job boards and company review sites – and won’t be shy about sharing their negative experiences. Conversely, take the time to just tell a candidate “sorry but we went with someone else” and you’ll see your reputation skyrocket. Not only will the candidate at least have an answer (enabling them to focus on other jobs) they’ll also be more likely to tell others that the experience was enjoyable, even if they didn’t get the job.
Communication is everything when it comes to a good candidate experience. Whether or not your candidates become your employees doesn’t make a difference in the eyes of good communication since that factors into your hiring reputation and can make a huge impact positively or negatively.
Interested in learning how to build a better customer experience? Download our infographic below!
Topics: Talent Selection Ideas