A strange gap between recruiter and applicant from an applicant’s perspective
There is no denial in the fact that feedback plays a significant role in order to make progress in the professional world. We all struggle with the job application because there is no standard procedure to understand the recruiter’s judgment criteria. One can match the number of keywords from the job description, one can make a perfect cover letter, but we all get rejected from one or another job. This entire process becomes more confusing and tedious if the applicant is a fresher with no prior industrial experience. Sometimes one gets rejected because of the lack of compatibility with job requirements, but sometimes it’s merely because of the lacking skill of presenting oneself through a resume or cover letter. Recruiters, rather than making the complete process easier, make it more difficult and leave the applicants in a very confusing way with low self-esteem. When we get a rejection email, the very first question pops up in our mind is why did they reject me. At that time we come up with a different assumption, starting from doubting our skill sets or the format of our application documents. At least 90% of the rejection emails are very generalized. I myself usually ask for detailed feedback after getting rejected from the job or competition. Out of 100s of companies, organisations I have applied so far, I only received detailed feedback from 1 company after requesting them for the feedback. There are a lot of things that can be considered in order to prevent from demotivating someone.
1. Stop ghosting the applicants or give the lead time.
Ghosting around has become a trend in this generation, from dates to recruiters everybody wants to leave the other person in a confused state. As an applicant, I have to think twice before sending a followup email considering the bad impression I am going to have on recruiter regarding the lack of patience. But everyone is curious about knowing the application result, and these emails are usually driven by that curiosity. All the job descriptions I came across, only 20% of them provided with the lead time on the job description, others just want us to assume: 1 week? 1 month? Sometimes nothing comes back even after a year, not a single email. Few of them email back after two months without letting know whether an applicant shall wait or just move on to another company.
2. A generalized rejection email.
“Unfortunately, your application has been rejected. It could be for multiple reasons, but it is mainly the result of a tough selection process.” We all receive this kind of generalized rejection emails. I do not even read the second line of such emails because our mind already knows the further lines of emails. The statements like this leave us in jeopardy whether we shall improve our application or recruiter just needed much more experienced person or what specific area needs to be refined in my application.
3. No detailed feedback about the application “Regret to inform you….”
Out of 100 companies/organisations, I applied so far; I received detailed feedback only from one company after requesting them for the feedback. This point itself flows down from point 2. The detailed feedback I received from a company was specifically oriented towards the presentation of my resume being incompatible with the job requirements. It didn’t just help me to improve my application for that particular company but I was also able to understand the loopholes in my presenting style and in addition I have huge respect for the HR.
4. No feedback after the interview round “Sorry we found another suitable candidate”
When it comes to qualifying for the interview round, already there is less number of applicants recruiters has to deal with. Especially after the interview round feedback shall be expected from recruiters. I remember back in Bachelors I appeared for a recognized company and I reached the last interview, my interview went great. From technical to a personal question, I answered everything with confidence but until today I don’t know the reason behind the rejection except for the statement “We only need one female and we are not choosing you”. That day I lost all the respect for that particular organisation and it really made me doubt on a lot of application processes for a long time.
5. No specified proficiency level in the application process.
I have seen two sides of the application, one very general stating the job requirements but mentioning no proficiency level, then there are detailed ones which have proficiency level mentioned for almost all the skills. The latter really brings down the application process, and the applicants can resonate very well before applying whereas the former makes it a tedious job for recruiters as well as for applicants to understand the role.
6. The repetitive question during interviews
During an HR interview, most of the questions flow from whether we fit in the company, but they are never another way around in terms of whether a company is a fit for us. There are very repetitive question for every applicant for example where you would like to see yourself in 5 years or what is your plan in the next two years. It is understandable that HR wants to understand if the applicant will stick with the company for the long run, but expecting a spot-on answer is not a way out without showing what the company/organisation has got for them in terms of growth, financial reliability, work culture and many more. I myself have pre-prepared for this kind of questions and answered what a recruiter might want to hear. Probably, the resume or cover letter driven questions could be the right approach to understand whether the future goals of an applicant align with the company.
Despite being disappointed with the application processes, I understand there must be various reasons from a recruiters perspective. Time management is one of them. With 100s of applications flowing in a day, it’s difficult to keep a hold on every application, but there are thousands of students who every day sends out multiple applications and few of them solves the lengthy assignments given by company in a hope of getting a job. Everybody deserves an answer within a suitable period or transparency in communication in order to trust the corporate world. A few rejection emails from the companies definitely brings the morale down. Even if 10% recruiters think from an applicant perspective, there might be chances that your feedback will add a lifetime value in someone’s job finding process.