The Contract / Job Search Challenge

Did I get the contract/job?  How did I do in the interview?  Why haven’t I heard back from HR, they said they would get back to me either way? 

It’s difficult, to say the least, looking for new career opportunities in these challenging economic times. What makes it even harder is excelling at those infrequent interviews only to have no feedback from prospective employers – no call back saying you’ve not been selected, not even an email follow up.  Is this the new HR norm?  This seems the hallmark of poor HR departments and/or training from my perch.

This lack of follow up however, does say a lot about an organization. It suggests a lack of professionalism, recruitment foresight, objectivity and an interest in organizational, project and policy change. Nepotism abounds in many places, an unfortunate human frailty that in my opinion, only serves to stifle positive, progressive, real performance outcomes.  The most frustrating aspect of all of this is that the organizations that have not followed up with me have been large health service organizations that claim to be leaders in health services and systems management and change. You can’t be a leader if, at the heart of your organization, you don’t demonstrate basic respect towards those you interview. Interviewees take the time to travel, answer questions, and fulfill interview assignments requested before or following the interview. Interviewees are asked to jump through endless hoops to demonstrate qualifications and ‘fit’ with a position, only to be met with dead silence following their interview efforts.

There are progressive organizations and leaders out there.  With time, patience and confidence, those are the people I will work with as they have the foresight to invest in people. They ensure that their organization continues to have the impact they seek because they know how to recruit and retain those who can work towards a solid vision. They invest in people upfront, provide that all-important feedback, and work collaboratively to encourage and sustain loyalty.

It’s important for HR managers everywhere to realize that employee loyalty begins at the interview stage. Show everyone respect and the organization will be viewed as an employer of choice.

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