When things get hectic at work, the first tasks to be overlooked are usually what you’d consider minor. Waiting until tomorrow to do the dishes, ignoring spam, putting off a few cold calls.
No big deal, right?
Well, classifying neglected tasks as “minor” is a slippery slope. For recruiters, it is imperative for you to follow through with the candidates that you are responsible for, even after they’ve been eliminated from the running. By failing to notify a candidate that they’ve been deselected, the time that you save is nothing compared to the possible detriment you incur on your employment brand. According to Jen Lliff, skipping this crucial step leads to ill will against your brand from the candidate who’s been left in the dark — along with everyone that they care to tell about their experience.
In the age of social media, word travels fast and negative words travel even faster. Not only that, but by leaving candidates in the lurch, you guarantee that they will have nothing to do with your firm in the future. Even if they don’t make it to the final round of interviews, at least send deselected candidates an email. You can’t afford not to.