Dissecting a Rejection Letter from HR

pbs.org

5 points·munin··3 comments

The problem for the HR is that there is no nice way to say "You are perfectly good for this job, but we think someone else is better, so they get first refusal".

That is why they didn't send anything - because there is no nice way to say that, it is better to say nothing, and hope the second choice candidate is still looking if the first accepts another offer (always a 50/50 chance).

Also, what if second choice candidate claims that 'oh, first choice candidate got the job because she's used MongoDB? Me too!'. Do you invite them in for interview again to test that? Or hire the first candidate anyway at risk of a lawsuit? Communication has let the process get out of control.

When I'm looking for a job, I don't tell my employer until I have the paperwork all signed off for the new one. When a employer is thinking about not hiring me, telling me so is just going to make me accept another offer, and then if they do need me, they are stuffed.

You know, HR people are not that primitive. More often than not they'll sense you are a bad fit for the job, not because you are "not good enough", but because of other reasons.

- You may be overqualified

- You may be a very creative person applying for a dull routine job.

- You may be a leader applying for a subordinate function.

- ...

Furthermore, often they can not give you honest feedback due to antidiscriminatory laws.

That is true, but the situation I was addressing, as in the article, is where you have a short list of candidates that are suitable, but can only recruit say 1. In that case, you can't tell the rest they don't have the job until a preferred candidate has actually signed the contract.

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