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????親愛的安妮：我上一趟找新工作的時候，大約是四年前，求職過程中最讓人氣餒的就是你申請了某個崗位，甚至還進行了不止一輪面試，可之后就沒有任何回應了。現在這種情形又重現了，一家我素來希望能加入的公司有崗位空缺，我申請之后，對方大約三周前打電話找我面試，我覺得面試相當順利。此后我又用電話和郵件聯系對方數次，重申我對這份工作的興趣，可是沒有收到對方任何回應。哪怕一個字也沒有。 ????同時，另一家公司向我提供了一個工作機會，我估摸著這也不錯——至少可以改善我現在的處境——我不知道該怎么做。我本可以接受這份邀約，可如果我真正偏愛的那家公司最終又聯系我，那怎么辦呢？等多長時間之后我就該推測自己沒能獲得那份工作呢？——困惑之人 ????親愛的困惑者：這簡直讓人發瘋，不是嗎？我經常聽到這個問題，有些人甚至是從美國這邊飛到那一邊，以參加幾輪面試，然后還是……全無回應——甚至連一份電子郵件回復都沒有，盡管此類回復其實只需20秒鐘就能發送，比如可以這么說：“感謝您與我們見面，該崗位已有合適人選，但我們今后有合適崗位時，會優先考慮您”，或者意思差不多的表述。 ????而這種絕對的沉默既粗魯又無禮，讓人極為不滿。“人們都希望有某種形式的回復，這是人類的天性，”求職申請追蹤網站StartWire的首席執行官克里斯?弗曼指出，“如果求職者感到其申請墜入黑洞，特別是在他們投入了大量努力的情況下，不免深感憤怒。” ????“讓人干等著”不僅會影響求職者的情緒，對公司也沒好處。“人力資源專員和招聘經理什么時候才能開始認識到這個問題呢，不及時告知求職者進展會損害其所在公司的聲譽和品牌。”弗曼稱。StartWire進行的一份新調查表明，77%的求職者對將其蒙在鼓里的公司評價有所降低，超過一半人還會拒絕購買該公司產品或服務，也不會向他人推薦之。 ????此外，互聯網指數級地放大了不滿求職者散布不利言辭的能力。“互聯網誕生之前，如果一家公司對你不厚道，你或許能向10個人陳述該經歷，”弗曼指出，“如今，你可以在Glassdoor.com、Vault.com及Facebook之類的網站發布自己的遭遇，并在Twitter上講給所有關注者聽，一次負面的體驗可能很快就傳遍網絡。” ????他補充說，通常，一家大公司每有一個崗位空缺，平均就能收到約30份求職申請。“因此，如果你每年招聘1000個人，那你差不多要和3萬個求職者——具體數字或可增減——打交道，疏遠3萬個潛在顧客再加上他們所有的網上聯系人，恐怕不太明智。” ????頗具諷刺意味的是，同樣基于互聯網，雇主其實可以避免上述問題。過去五年來，多數大公司都采用了完善成熟的基于網絡的招聘工具，其中內置有追蹤每個求職者當前情況的功能。 |
????Dear Annie: The last time I looked for a new job, about four years ago, the most discouraging part of the process was applying for a position, even going through more than one interview, and then hearing nothing back. Now, it's happening again. I applied for an opening at a company where I've always wanted to work. They called me in for an interview, which I think went really well, about three weeks ago. I've followed up by phone and email a few times to reiterate my interest since then, but I've heard nothing. Nada. Not a peep. ????Meanwhile, another company has offered me a job that I guess would be okay -- better than where I am now, anyway -- and I don't know what to do. I could accept this offer, but then what if the company I'd really prefer finally gets back to me? How long should I wait before assuming I didn't get that job? — In the Dark ????Dear I.D.: Maddening, isn't it? I hear this question constantly, sometimes even from people who have flown clear across the country for a round of interviews and then have heard…nothing -- not even an email that would take 20 seconds to send, saying for instance, "Thank you for meeting with us. The job has been filled, but we will keep you in mind for future openings," or words to that effect. ????Absolute silence is rude, inconsiderate, and makes people mad. "It's human nature to expect some kind of response," says Chris Forman, CEO of an application-tracking site called StartWire. "And when candidates feel an application has vanished into a black hole, especially if they've put considerable effort into it, they get p.o.'ed." ????Demoralizing as it is for job hunters, leaving people hanging is bad for companies too. "What HR people and hiring managers are just starting to realize is that neglecting to let candidates know where they stand is damaging their companies' reputations and their brands," Forman says. A new StartWire survey found that 77% of jobseekers think less of a company that leaves them in the dark, and more than half would decline to buy or recommend that company's product or service. ????Moreover, the Internet exponentially increased disgruntled candidates' ability to spread the bad word. "Before the Internet, if a company treated you shabbily, you'd tell maybe 10 people about it," says Forman. "Now, you can post your experience on sites like Glassdoor.com, Vault.com, and Facebook, and tweet all your followers. A negative experience can quickly go viral." ????He adds that a typical big company starts with an average of about 30 applications for each opening it fills, "so if you hire 1,000 people a year, you're interacting, for better or worse, with roughly 30,000 candidates. And alienating 30,000 potential customers, plus all their online contacts, is not very smart." ????The irony is that it doesn't have to be this way, again because of the Internet. Over the past five years or so, most large employers have adopted sophisticated web-based recruiting tools, which have built-in features that keep track of the status of each candidate's application. |
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