The waiting game is bad enough when you're a job seeker desperately waiting for an interview...how much more so when you actually completed the interview! Job hunters deserve a response so they can continue planning...just as companies do when they're waiting for applicants to respond to job offers.
You made some great points here and I have to agree with all the peeps who commented on this post...they all deserve to be heard and acknowledged.
Looking forward to your next post, Alison. :)
Karen, The Resume Chick (on Google or Twitter if you need me)
Karen F.of TN2:41PM June 24, 2010
1. Misrepresenting what the job entails.
2. Misrepresenting what the job pays.
Even in a recession, even entry level applicants have a floor below which they won't bother to apply. If it's a 1099 job, shouldn't you let applicants know upfront?
3. Demanding some ridiculous level of experience for a salary that doesn't pay rent in any city in the continental U.S.
4. Expecting that applicants should drop a better-paying part-time temporary job over your lower paying, dead end, part-time contract job. Not going to happen.
5. Launching a long misspelled diatribe in your ad about what you don't want in an applicant. If you want to limit your applicant pool, write a better ad, don't whine!
Annaof NE9:34PM June 21, 2010
Alison, I agree with all these. I've seen publicly-traded companies drag out the decision-making process months after the final interviews are completed. It still amazes me companies using expensive automated application systems can't send out a form letter "thanks, but no thanks" email to applicants they're not going to consider.
Separately, however, candidates need to understand that their resumes are not going to get them a job. This post - http://marklolson.wordpress.com/2009/03/16/your-resume-wont-get-you-a-job/ - explains how candidates need to do the work to show how they fit a particular position.
Just sending in a resume forces the HR dept to interpret your background and experience and figure out if it is a fit. By using a Sales Cover Letter, the candidate takes the Position Description and describes line-by-line how he or she is a great fit.
Conversely, if the candidate can't show line-by-line how he or she is a great fit, then there's really no point applying in any form.
Mark Olsonof NV3:49PM June 21, 2010
The past two interviews I've had yielded no response from the employer. I can understand not hearing back when you apply as they receive hundreds of applications. But, if you took the time to interview me, I at least think I'm in the running, and therefore deserve a yes/no response.
I also wish most employers would ask for desired salary, not a salary history. For the right position, I might be willing to take a pay cut.
Jennyof DC2:37PM June 21, 2010
I would add a couple of other things to this if you ever grew this list:
Not putting years of experience in the job post. Its a lot easier to gauge interest/applicability if you know they are in the ballpark of your experience.
Asking for a "senior director" or someone with "significant experience" and then listing the # of years required as 3+. Respect what makes someone "senior".
On LinkedIn - listing the job on a group but not listing the location in the title or even in the description.
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Karen F. of TN 2:41PM June 24, 2010
Anna of NE 9:34PM June 21, 2010
Mark Olson of NV 3:49PM June 21, 2010
Jenny of DC 2:37PM June 21, 2010
Robin of VA 2:26PM June 21, 2010