Say you are Google.\u00a0 You have a few hundred thousand people sending you applications and resumes on a weekly basis.\u00a0 Therefore, you have to reject a few hundred thousand people on a weekly basis.\u00a0 Even is this is the nice postcard that says \u201cthanks, we\u2019ll keep you on file for 6 months\u201d everyone realizes this is as good as \u201cno.\u201d\u00a0 Here\u2019s the problem.\u00a0 You have a hundred thousand people a week that are probably customers (convert this to 5 million people a year \u2013 but my numbers are made up), and you\u2019d like them to continue to be happy customers.\u00a0 How do you keep them happy customers when you\u2019ve told them they are not good enough to work for you?<\/p>\n
Perhaps the only thing is to reject kindly.\u201d\u00a0 Bringing back the Google example, there has been more than one applicant who came away from interviews at Google with the distinct impression that Google thought they were simply not \u201csmart\u201d enough.\u00a0 Indeed, people who have accepted positions there have verified that \u201csmart\u201d is a very important and leading quality for any candidate.\u00a0 This sense from rejected applicants that they don\u2019t make the cut could really harm Google in the long run.\u00a0 At some point, they won\u2019t be the trendy company to work for (think Microsoft), and public opinion and how they have treated large masses of people will matter.<\/p>\n
For once, I don\u2019t have an opinion on the answer \u2013 so I\u2019m asking the readership.\u00a0 Is anyone out there thinking about this problem?\u00a0 What are some of the tactics people have tried?<\/p>\n","protected":false},"excerpt":{"rendered":"
Say you are Google.\u00a0 You have a few hundred thousand people sending you applications and resumes on a weekly basis.\u00a0 Therefore, you have to reject a few hundred thousand people on a weekly basis.\u00a0 Even is this is the nice…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[21,8,15],"tags":[],"class_list":["post-879","post","type-post","status-publish","format-standard","hentry","category-branding","category-strategies","category-talent-acquisition"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/879","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=879"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/879\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=879"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=879"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=879"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}