During the application process, employers are mainly concerned with one goal: finding the perfect candidate as quickly as possible. But what should you do as an employer with all those other candidates? You should also pay attention to the applicants who have the not have become?
Standard sentence
Recently went on LinkedIn a post from an entrepreneurial coach viral. The subject: the way companies deal with applicants. And that wasn’t good, according to the coach. All that pain and effort someone puts into a job application is often ignored. Companies sometimes do not say anything, or send a short standard sentence. Rejection is never fun, but a cold, cold rejection can really do something to your mental health.
The message received widespread support. Not only the method of rejection, but also the job interview is often no fun, according to the comments. “Can we show each other a little more love?” was one desperate response. Also on the work floor, also during and after the application process.
Rejection is never fun, but a cold, cold rejection can really do something to your mental health
This year, 15.5 percent of Dutch employers are guilty of non-response (‘ghosting’) to applicants, research shows. Terribly? Last year this was 30 percent. Companies that did respond did so for 60 percent with a standard sentence, such as: “There were better candidates.”
A non-invitation
Thomas de Man, Work & Career expert at LinkedIn, also sees that there is still a world to be gained in dealing with applicants. “Applying for a job is almost a full-time job. Employers often don’t realize that. The preparation and the tension, the nerves and the time you put in, quite a lot is required of the applicant. You write a letter and if you are invited, you can sometimes show up four times. And then, if you are rejected, it is suddenly over. With a bit of luck, you will receive a standard email. That is hard if such a vacancy was your whole life.”
Sometimes you can show up four times. And then, when rejected, it’s suddenly over
Career and application expert Aaltje Vincent also calls applying for jobs a source of frustration. The first round in particular, which often involves writing a motivation letter, results in disappointment. “You don’t achieve much with a letter that the applicant has often put his heart and soul into. You have to know people if you want to have the best chance of being invited.”
Vincent believes that anyone who does their best to come in with a good letter always deserves a response. A “non-invitation”, as she calls it. “A rejection sounds far too negative.”
The fact that many employers fail to do this is not unwillingness, but incompetence, she says. They are busy and the process is not well organised. Yet it can be so easy. “If you do not have time to send each rejected applicant a personal email, include a telephone number and a day and time slot in the email when the applicant can call for a brief explanation.”
Or take an example from the Dutch cosmetics company Rituals, says De Man. “They give every rejected applicant a gift, shower foam or something else. Then you still give the applicant a positive feeling despite everything.” This is not only good for the person applying, but also for the company itself. “Rejected interested parties are also potential customers and ambassadors of your brand.”
Tough, but fair
If the employer really wants to accommodate the applicant, something needs to change much earlier in the application process, Vincent believes. Many vacancies are incomplete or unclear. This makes good self-selection difficult. “Even before you apply for a job, you have to go through the phase: should I apply or not? This also takes a lot of time and energy. Especially if you don’t even know what exactly you are applying for and whether it is worth the time and effort.” According to Vincent, essential information is missing in half of all vacancies: the salary.
Salary in the vacancy text, De Man also says, and clichés about ping-pong tables and ‘one big family’ are removed. Those empty phrases mean nothing to the applicant.
According to him, a company that is very clear about its work culture is Upfront. It states on its website that they hold long and frequent meetings, that you will be kicked out if you do not meet your targets and that they will not hold your hand when you are just starting out. “This may sound harsh, but as an interested candidate you know where you stand and therefore whether it makes sense to respond.”
The NS also does this well, Vincent sees. Instead of a boring text, they recorded a podcast about what it’s like to work on the train. “This way you put yourself in the applicant’s shoes, instead of the applicant just having to put themselves in your shoes.”
Not only vacancy information, but also the way of applying can be much improved. Instead of forcing applicants to send a letter or the umpteenth interview round, you can also immediately go for a coffee or let a candidate shadow you for a day, says De Man. “That is more fun and friendlier for the applicant.
Conclusion
Applying for a job doesn’t have to be a battle of attrition. For neither candidate nor employer. A clear vacancy, a clear process and a rejection that is more than silence or a standard sentence make a world of difference. A rejection (or ‘non-invitation’) is of course not fun, but with a little attention the applicant can continue with his or her head held high.
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