Why we should respond to candidates in a selection process
Posted: Wed Dec 18, 2024 5:21 am
With the unemployment figures in our country, the selection processes have become much more multitudinous than we were used to in times of prosperity. This means more work for the human resources department, many more candidates to choose from, more CVs to review, etc. But, how do we end the process? Many of you will answer that with the selection of the candidate, true, but we cannot forget to respond to the rest of the candidates involved in a selection process .
It is a question of company image, of rigor in the selection and of being aware of those details, which will not mean an excessive workload for us. Our company should also see the candidate as its client. That is why the image that our company conveys throughout this process is very important.
Discard as the selection phases go by
Imagine a company that is making efforts to promote itself, advertise, social media, etc. And yet, it opens a selection process where it receives more than 1,000 CVs and wastes all this flow of people interested in working in its organization. In many cases it is just a question of lack of custom.
It does not commit us to anything at all and responding with a simple courtesy email is really simple. It depends a lot on the tools available to the human resources department. A good application will be of great help, since it will automate practically a large part of the communication, and once the users have been discarded in a phase, it sends them an email regretting that they will not continue in the selection process.
If we do not have tools of this type, it will be enough pharmacies email list to write down the basic data of each CV, such as name, telephone number and email address, in order to be able to respond at any time. Once the candidate's profile has been reviewed and it has been decided whether or not they are suitable for what we are looking for , the emails are sent to those rejected. It will not take too long either, a generic email is enough, but candidates usually appreciate it, since it is not a widespread practice, especially in the initial phases of the selection process. Many times companies make use of the figure of "administrative silence", and if they do not respond, it is assumed that we are not continuing in the process.
Respond to interviewed candidates
If we have already moved on to the next phase, where candidates have already come to our company for a personal interview, the response should be mandatory . We have already had the opportunity to meet the candidate in person, we have put a face to them and they are waiting for a response. At this point, it is more common for companies to worry about informing candidates if they have been rejected.
But in many cases silence is also used as a form of communication. At this point, a period of X days is usually given to finalize the process. If in this period of time there is no call, it is understood that the candidate has been rejected. In this case we can change the communication channel, and instead of an email, a phone call is more personal to communicate your situation in the process.
It is a question of company image, of rigor in the selection and of being aware of those details, which will not mean an excessive workload for us. Our company should also see the candidate as its client. That is why the image that our company conveys throughout this process is very important.
Discard as the selection phases go by
Imagine a company that is making efforts to promote itself, advertise, social media, etc. And yet, it opens a selection process where it receives more than 1,000 CVs and wastes all this flow of people interested in working in its organization. In many cases it is just a question of lack of custom.
It does not commit us to anything at all and responding with a simple courtesy email is really simple. It depends a lot on the tools available to the human resources department. A good application will be of great help, since it will automate practically a large part of the communication, and once the users have been discarded in a phase, it sends them an email regretting that they will not continue in the selection process.
If we do not have tools of this type, it will be enough pharmacies email list to write down the basic data of each CV, such as name, telephone number and email address, in order to be able to respond at any time. Once the candidate's profile has been reviewed and it has been decided whether or not they are suitable for what we are looking for , the emails are sent to those rejected. It will not take too long either, a generic email is enough, but candidates usually appreciate it, since it is not a widespread practice, especially in the initial phases of the selection process. Many times companies make use of the figure of "administrative silence", and if they do not respond, it is assumed that we are not continuing in the process.
Respond to interviewed candidates
If we have already moved on to the next phase, where candidates have already come to our company for a personal interview, the response should be mandatory . We have already had the opportunity to meet the candidate in person, we have put a face to them and they are waiting for a response. At this point, it is more common for companies to worry about informing candidates if they have been rejected.
But in many cases silence is also used as a form of communication. At this point, a period of X days is usually given to finalize the process. If in this period of time there is no call, it is understood that the candidate has been rejected. In this case we can change the communication channel, and instead of an email, a phone call is more personal to communicate your situation in the process.