How do you feel when your job application is rejected?

Question

Career in IT

We are recruiting new people and we had a dispute - how best to do:

• I send people a refusal if the person is clearly not suitable right away
  
• My co-worker puts aside irrelevant resumes.
  

Which approach would you, as a job seeker, take better?

Answer 1

Immediately, with the reasons and explanations for the refusal, and if also with some advice, then it’s generally excellent and, as it is right, there is a lot of positive and a further desire to get into the company.

Answer 2

Well, judging by "hope dies last", then ignoring is bad. a person can expect and eat up when they have already scored on him for a long time. so it's better to report it right away.

Answer 3

Which approach would you, as a job seeker, take better?

Better immediately, and without snot.

Answer 4

And I do not understand the howl of applicants about the lack of refusal. If a person is really interested and wants to work in a particular organization, he can call or write a letter to the employer (HR). Of course, sorry, but when you post an engineering job on HH/Superjob/rabota etc. a cloud of resumes comes, 90% of which are stupidly not suitable just even for work experience, but one person processes these resumes. There is simply no time to physically respond to every resume that does not fit.

Answer 5

No way. At the interview, not only the company tests me, but I also test the company. He didn’t fit - well, “let those who didn’t get us die of envy” (C)
The decision right away, even if it is negative, is more worthy behavior. True, in my already quite long career, this has happened very, very few times, and behavior in this way already characterizes both the office and the person and even the management processes in it very positively. (It was Rostelecom).
Usually some sort of co-operation begins like "we will call you back", etc. And you need to take a sensible approach to the situation - there is no call for 5 - 7 days - either call back yourself, or delete this office from the lists. I usually prefer the second, because if the staff needs it, they will find it.
Sometimes a girl is thrown into the embrasure of refusals, who calls with a conventionally streamlined phrase "the employer has decided not to make you an offer" or "we are not ready to make you an offer yet." Even that is better than nothing. Although leaving the interview, I can already roughly predict the result :)

Answer 6

The theater begins with a hanger, and the employer with the personnel department.
If the task is to portray a flurry of activity in the search for personnel, to invite initially unsuitable people for an interview, then this is a bad company. It is necessary to invite in the event that there are doubts. So that they are dispelled or confirmed in an interview. If there is no doubt, then why waste someone else's time?
It is also a bad company if it ignores applications and presses rejections without explanation. You immediately understand that there are inadequate people in the staff, which means that the general is inadequate.

Answer 7

if this is a failure, then in general it is the same thing

Answer 8

Report a denial, but be very respectful and don't burn bridges.
If you are on the market - not for one day, then postpone your resume and later (in a year, etc.) return to these people. For an HR, the principles of working with a database of candidates are the same as for a salesperson with a CRM-base of clients. Contrary to prejudice, people change. The person you turned down 2 years ago may be your dream right now. And you just have all his contact details and you already know him. It is clear that he is already working somewhere. But people sometimes want to change jobs.