E6S-197 TALE(n)O Part 3 - Rejected! CX for the Job Seeker

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Intro:  Welcome to the E6S-Methods podcast with Jacob and Aaron, your weekly dose of tips and tricks to achieve excellent performance in your business and career.  Join us as we explore deeper into the practical worlds of Lean, Six Sigma, Project Management and Design Thinking.  In this episode number 197, "CX for Job Seekers - Part 3" we say "TALE(n)O!" to the canned rejection letter, and yes to the more personal touch.   If you're just tuning in for the first time, find all our back episodes on our podcast table of contents at e6s-methods.com. If you like this episode, be sure to click the "like" link in the show notes.  It's easy.  Just tap our logo, click and you're done. Tap-click-done!  Here we go. http://bit.ly/E6S-197 Leave a Review! http://bit.ly/E6S-iTunes



***Rejected! CX for Job Seekers - Message to HR: TALE(n)O***            


Dear Applicant,

We appreciate you taking the time to express your interest in (Open Position). We carefully reviewed your information and we have decided to pursue other applicants who more closely match the requirements/preferences for the position.

Thank you for your interest. While you were not selected for this position, we encourage you to apply again in the future for openings that match your qualifications.

We wish you good luck in your future endeavors.


Talent Management


I            This is the type of rejection letter "my friend" recently received after going through several rounds of interviews

a.       Interviews

i.      Screening call with assistant recruiter

ii.      Screening call with lead recruiter

iii.      Phone interview with hiring manager

iv.      2-days of interviews at two different facilities in two different states, having met with all the executives in HR, Marketing, Operations, Manufacturing and Quality...

1.      During which most were very impressed with his background

b.      Follow-up emails with the lead recruiter to verify timing of any decisions

c.       And to top it off, when asked about their reimbursement policy for gas mileage, because their reimbursement was $90 short of the IRS standard, no response.

d.      All-in-all:  if another job opened up with this company, I would not reapply, based on my experience with how HR handled the process. Poor way to engage with people


Objection 1:  Everyone else does it this way

Counter 1: Never good reason to do anything.  Challenge the status quo and ask, "why?"


Objection 2:  Recruiters are too busy with all the applicants they get to do anything else. They don't have time to spend with the discards

Counter 2:  OK maybe, but doubtful. And it's definitely not true everywhere.  And if you've taken the time to meet someone in person, your relationship is beyond a canned email.  It can be email, but it cannot be so impersonal from a "do not reply" mailbox.  That's like getting broken up with via text from a burner phone.  Have some class! (forgive me, I just finished watching John Oliver)


Objection 3:  Companies do this to avoid liabilities.

Counter 3: On this, I call bullshit.  This is a complete cop-out. If you cannot trust people to communicate without jeopardizing the company legally, you should not have hired them.                                                             


There is only one logical reason for the canned rejection letter, and that is the discomfort of delivering bad news.  Too many hiring managers hide behind recruiters to deliver the bad news in order to save face, but the recruiters don't have enough information to answer any questions the candidate might have in response.  Manager tools (www.manager-tools.com) says the hiring manager should make the final phone calls to deliver both happy and sad news, and I agree.      


II         Rejection with Class - In contrast hear the audio of a different type of rejection. 

a.       Interviews

i.      30 min call with recruiter

ii.      30 min call with hiring manager

b.      Personalized email rejection

i.      although still from a "do not reply" email account, but still had the signature of the HR director by name

c.       Highly personal voicemail by the recruiter

i.      took 1 minute and 9 seconds of her time

ii.      Made 100% the difference of whether or not I would reengage with this company.  Hell yes, I would.  That's a person putting the human back in human resources.  That's a HR professional! (Welcome back. We've missed you.  Stay long and invite your friends.)


***Rejected! CX for Job Seekers - Message to HR: TALE(n)O***                                                                                    

III      Recap                                                                                                

Outro: Thanks for listening to episode 197 of the E6S-Methods podcast.  Don't forget to click "like" or "dislike" for this episode in the show notes. Tap-click-done!  If you have a question, comment or advice, leave a note in the comments section or contact us directly. Feel free to email me "Aaron," aaron@e6s-methods.com, or on our website, we reply to all messages.  Didn't like what you heard? Join our LinkedIn Group, and tell us why.  Don't forget you can find notes and graphics for all shows and more at www.E6S-Methods.com. "Journey Through Success. If you're not climbing up, you're falling down."    Leave a Review! http://bit.ly/E6S-iTunes


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