Hiring Etiquette: Another Perspective–The In-house Professionals

Caller:  Sir, I sent in my resume and app two weeks ago and then had  a phone interview last Thursday.  But, even though I was told someone would call me on Monday, I thought it was best, since today is Friday, to call back and find out what was your decision?

HR:  Uh, well I haven’t heard back from the hiring manager, so I don’t know what to say.  Please, we will call you next week to let you know. Thanks for calling.

Two weeks later.

Caller:  Sir, I talked with you two Friday’s ago and you mentioned you thought a decision would be made the following week, but I haven’t heard from anyone.

HR:  Well, we are still thinking through what we want to do.  Thanks for calling.

Three weeks later, the Caller notices an announcement about the job he interviewed for.  It was found on the website:  www……

It notifies job searchers that the job posted three months earlier for so and so type company, had been pulled.  It doesn’t say if it were filled, nothing.

Two days later, the same job is reposted, inviting interested parties to submit resumes and applications.

The Caller (Dumb-founded and frustrated): Sir, Why didn’t someone have the professional decency to call me and let me know what was happening.  Click on the other end of the line.  Such is life in the hiring lane these days.

Is it fear of engagement or is it just not wanting to have to explain why someone was not hired.  Time or lack of it could be a culprit, too.  Should organizations call people or email them to let them know they were not under further consideration after interviewing them, especially if they were softly lead to believe they were still in the running for a position or possible further interviews?

What are your thoughts on this kind of situation for job seekers?  Do organizations have any kind of responsibility to inform potential employees of hiring decisions or is that a legal taboo?  What does this do to the hiring process in the future and who is going to believe HR people or their surrogate 3rd party vendors?  Are there any hidden costs for organizations who run soft deceptions during the hiring process?

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What does our Transition Recession Look Like, Part One?

The American Transition Recession began at the beginning of the 21st Century.  Two very important questions must be asked:  Are our next generation of leaders prepared to not only confront the economic and social traumas evolving as they grow up?  And, are they studying to know how to think wisely, critically, and unselfishly?  As a former adjunct professor of management in MBA programs, and as a professional management sensei, I am truly concerned by what I see are systemic human deficits in organizations.  I would add that this includes my observations of young and mid-age professionals in small to large corporations.  

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