A reader asks:
I recently had a great phone interview for a position I was very excited about. Because the hiring manager was going to be out of the office for awhile, he was planning to interview some candidates that week and other candidates when he got back.
But I received an email this morning explaining that in the course of conducting in-person interviews, he had identified a candidate whose professional experience and technical skills were an exceptional match, and whose academic background in international studies and languages was very well suited for the position. The email went on to say that they had decided to offer the candidate the position and she accepted.
I am of course disappointed but of all the interviews I’ve had over the past few years, this is the only non-canned rejection I’ve gotten. I guess I wonder why hiring managers don’t tend to write more thoughtful rejections to candidates who have put in the time and energy interviewing. Does it really add that much extra time to the process since the pool has already been whittled down to the top few candidates anyway?
Green responds:
There are a few reasons employers usually rely on form rejection notes rather than writing personalized letters to each candidate, giving detailed feedback about why they were rejected.
Read the full article @ Inc.
