When do I think an e-mail rejection is inappropriate? There does come a time in the search process when there are just two or three candidates for a top-level position. Often the job hiring process involves travel from both the candidate and often the search committee. When I worked as a reporter, I witnessed a number of superintendent job searches. Final candidates came to the area and spent at least two days. The search committee also traveled to the candidate’s current school district. A lot of time, effort and money was spent by both sides. It was a very public process, and I just think candidates with that much invested should hear they didn’t get the job through a phone call instead of by e-mail or worse yet — reading about it in the newspaper.

Of course, this extensive interview process doesn’t happen for all positions.

Thanks for asking for my input. I’ve spent some time reading your blog and I love your writing style. I’m now a subscriber.

From where I sit, I’m not seeing an imbalance between blogs (or books) on how to be a better job candidate and how to be a better employer (or leader).

The bloggers I read – and their readers – seem to spend as much time boss bashing as they do sharing whacky job candidate stories – probably even more so.

Great companies – and great leaders – will usually attract and retain the best employees. I’ll admit, often in spite of some obnoxious and silly HR systems and practices.

You be smokin’.

Brava!

But I agree, in the mainstream media, the topic is always how job seekers need to act. Well, I think that is because individuals consume mainstream media. Companies consume industry/field specific media.

There are tons of sites out there that try to smack companies up side the head when it comes to their crappy recruiting processes. Many companies are listening. Many are not. Go with the ones that appear to be listening That’s what I do.

Just like being a job seeker, being in HR is no picnic. You wouldn’t believe the craptacular things we go through with bad candidates, bad hiring managers and bad policies. Fighting the good fight can be very, very tiring. We get cranky too

Second – I totally agree with Ask A Manager about e-mail. I tell candidates during the interview what the process will be if they are selected to move on, and that if they are not selected they will hear from me via e-mail by a certain date. That way they shouldn’t be surprised by the e-mail. I use it for the exact reasons Ask A Manager suggests – because it’s faster and because once the decision is made I don’t intend to dispute it with the candidate.

Finally – I agree with Mr. Budd. Lazy hiring procedures will be the death of any organization. I have made my business not as a headhunter, but as an external consultant who comes into organizations to run search committees. It’s amazing how hungry the hiring managers are for someone to help them “get it right” and how they are so grateful to have someone outline a good quality process that treats the candidates well – and also treats the committee and the existing staff well. It’s so fun to make a good hire under those circumstances!

Thanks for the terrific comments!