Increasing Rudeness in Recruitment – What happened to being polite?

I’m proud to be Canadian. I also grew up in the UK and was there for the first few decades of my life. Maybe we’re too polite in the UK, yet isn’t politeness supposed to be a Canadian trait to the extent that it’s an international stereotype? Something that bugs me is the increasing lack of basic civility in the recruitment process here in Canada and maybe elsewhere too. Organizations that…

– don’t acknowledge our resume submissions

– take forever to get back to us

– don’t manage our expectations

– don’t even bother replying if you’re not successful at the interview

The short term implication is that organizations have less work to do, which in an environment of doing more with less I can understand. Yet the longer term costs can undermine the organization’s brand, unless the recruiting organization actually wants to come across as inconsiderate, arrogant, offhand, rude and not interested in the applicant and employee relationship, or in providing a potentially positive on-boarding experience. Even if I don’t get a job offer, I’m like most, an influencer to others in describing my experiences with organizations. I wonder, how much does your organization spend to create a positive brand in the marketplace and how much is it actually undermining that investment by treating people with incivility in the recruitment process?

If I do care about my positive employer reputation and brand impact, it’s worth paying attention to:

– managing applicant expectations up-front

– communicating timelines, indeed having service levels to communicate

– communicating salary ranges so you don’t waste everyone’s time

– ALWAYS responding promptly to communication, even with a simple acknowledgement and idea of when you’ll fully respond

– ensuring that all applicants know if they were unsuccessful at whatever stage of the process

– always providing feedback to interviewed candidates, successful or not; if they were worth interviewing then they could be future employees in another role or even this same role at some future point

– the tendency for people to remember ‘how you made them feel’. How do you want applicants talking about your company to others?

Doing more with less does not have to equate to eroding our expression of humanity and our values; the ways in which we treat our fellow human beings and possible future colleagues.




All views expressed on this site are my own and do not represent the opinions of any entity whatsoever with which I have been, am now, or will be affiliated.