A how not to guide for recruiters and candidates.

This week the Huffington Post has picked up on a tweet from an applicant who has lambasted her potential employer for the rejection email she received, read their report here.

Unfortunately this is all too common although rarely played out on the internet for all to see.

Regularly we receive enquiries such as this from potential applicants which on first look would appear to be the right thing to do, all the advice on how to get a job says do your research.  However, from CJS’s point of view we only have the information in the advert, in other words the same as you and thus we must direct enquirers back to the advert and ultimately to the employer.
Of course it is right that applicants seek further information especially if the advert says apply by CV, you need more information to tailor your CV and covering letter to the post ensuring that you highlight the correct skills and experience for this exact post thereby giving yourself the best possible chance.  Background research and a demonstrable familiarity with the employing organisation is always an advantage when it comes to filling in application forms or at interview when answering questions and often a targeted question from an interested applicant at interview can be the one thing that tips the balance.
However, what is not so appropriate is taking the short cut and immediately emailing or phoning the employer, they may be a large organisation with an HR department which is able to spare the time and resources to answer all your queries but, especially in the countryside sector, just as likely they may be a smaller group unable to do so and your query could be diverting them from their 'real' work, exactly that for which they need the additional help.  In the case quoted in the article a full job description was available online and apparently found within a few minutes searching.  Yes, we appreciate that you may be applying for tens, if not hundreds, of jobs each week but likewise the employer may be dealing with hundreds, if not thousands, of candidates, do you really want you first impression to be a ‘lazy’ one?  Do your own research and then if absolutely necessary approach the employer; but remember many more general questions can be answered at the interview stage should you be fortunate enough to get that far.

We’re not exonerating the employer here either.  We all have a bad day but the tone of the email was not exactly the most professional.  Additionally, the information was available on their website, so why was the link not included in the advert?  Some advertisers place smaller adverts and want the candidates to find the information themselves deliberately including only the basics, however if advertisers are going to use this tactic they should have a standard, polite, response ready to reply to enquiries.  Keep the details and exclude the candidate from the shortlisting if that’s part of your criteria but do be prepared for multiple candidates asking for more information.

For this candidate it’s even more unfortunate that this ‘went viral’ her name will forever be associated with this failed application, a quick search for her and the Huffington Post report  is the fourth item on google.  Which brings up another consideration.  Before you post something think about the ramifications. Many, if not most, employers and agencies check your details online and something like this (or worse) is not what you want to be popping up on the first page of the results, and remember it might not just be your profile, have your friends got embarrassing pictures from last New Year?  Get those taken down too!

In conclusion neither party comes out of this smelling of roses but it does raise interesting points about the problems faced by both employers and candidates.