Empathy During the Interview Process – Ask HR Bartender
From a human resources perspective, we often talk about how HR pros need to have some empathy when it comes to the candidate experience. But the same goes for people actively searching for a job. That’s what today’s reader note is all about.
I recently read one of your blog posts from earlier this year regarding interview follow-up. I have a question related to that issue.
I had two separate in-person interviews (for the same position) at Company X. At the time I was told that I should not expect to hear anything for about three weeks. Well, they emailed me the next day and asked me to come in to interview with their supervisor. At the conclusion of that interview, I was told that it was the final step before a decision would be made. I asked what the timetable was and they said probably one week.
Five days later the company contacted me again. This time they requested references and also asked me to authorize a background check. I took this as a positive sign.
It has been a week since I sent in my background check authorization and I have not yet heard back from them. I am considering following up, but don’t want to be annoying. Do you have any suggestions for me?
For the record, I sent thank you notes to each interviewer in a timely manner and completed computer testing, which I apparently did very well on. Thank you in advance for your help!
I get it. The company said “a week” and it’s been “five days”. Well, that’s a week. As a candidate, you are anxious and want to know what’s going on. They said a week.
But let’s put ourselves in the company’s shoes. Maybe something happened – hiring manager went on vacation. Somebody got sick. The manager needs get an additional approval for the salary they want to offer. Huge piece of business arrived and the company is working on it.
These are normal situations in any business.
Organizations need to realize that when they tell a candidate “a week” that the candidate is literally counting the days. Don’t drive candidates crazy. Consider under-promising and over-delivering. Tell the candidate ten days and then call back in a week.
Candidates need to realize that companies with the greatest intentions sometimes miss deadlines. It doesn’t make them a terrible organization. Stuff just happens.
One other thing businesses should be prepared for – being turned down by a candidate because they didn’t respond in a timely fashion. The labor market is changing. Talented candidates have more options. If you tell someone a week and don’t respond, don’t be surprised if the candidate takes an offer from another company.
Set reasonable expectations and live up to those expectations. Works every time.
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