THE EDITOR, Madam:
Finding a job has become quite difficult; even with the big resignation, job seekers are finding it difficult to get gainful employment.
Candidates meticulously edit their CV to ensure they meet the job requirements and write cover letters hoping that their application will be noticed and shortlisted by the recruiter. With bated breath, anticipation and prayer, they begin to wait for an encore.
Then the call for the interview takes place and you accept. You prepare by researching the company, writing and rewriting answers to potential questions, hoping to ace the interview – after all, you never get a second chance to make a first impression.
The day is coming and you are ready. Your outfit is deliciously ironed, hair styled, heart racing, and with portfolio in hand, you’re off. The interview passes quickly and you have done your best. In your heart, you know that you made a connection with the interviewer(s) and that they liked you.
But, now comes the hardest part – the waiting. They promised to call you back in two weeks. Two weeks turns into four, and four into eight, and still no call, no email, no smoke signal or carrier pigeon. What happened? The self-doubt and internal examination begins and you revisit every minute of the interview, wondering where you went wrong and what you could have done better. You decide whether or not to contact the human resources (HR) department; you don’t want to sound pushy, but not knowing increases your anxiety.
Recruitment is a laborious and tedious process and HR is tasked with finding the right candidate out of hundreds who will best suit the business. Likewise, job seekers should also ensure that they too are making the right choice. It should not be taken for granted that people are not invested in the process even before the interview call. It is therefore the benevolent and human thing to follow or close the loop when a company interviews candidates, successful or not. The anxiety that stems from prolonged waiting and ignorance negatively impacts hopeful respondents.
The human element in this aspect of HR is lost in Jamaica. Special attention should be paid not only to those who make the cut, but also to those who did not. Closing the loop in the recruiting process with a standard email or quick phone call closes the process and gives unsuccessful candidates the release they need to move forward in their job search. After all, HR took the time to shortlist and conduct the interviews, so the same effort should be made to communicate the company’s decision afterwards.
Being an employer of choice means not only the salaries and benefits offered by a company, but also the good management of people. The invaluable human resource that keeps businesses running and the wheels of commerce in Jamaica running.