Why This Matters
Job interviews are more than just a meeting on a calendar. For candidates, they often mean:
- Hours of research and preparation
- Travel time and expenses
- Using electricity, internet, and resources to prepare and attend
- Choosing and preparing professional attire
- Sacrificing other commitments
- Emotional energy, often accompanied by stress and sleepless nights
When candidates are invited to interview for a role that has already been informally decided, it’s more than just a waste of time, it’s a breach of trust.
The Candidate’s Perspective
Many candidates have shared that:
- They have faced disappointment after clearing multiple interview rounds, only to be told the role is no longer available or already filled.
- They feel disrespected when employers proceed with interviews knowing the selection decision has already been made.
- This lack of transparency can damage the organisation’s reputation and deter talented people from applying in future.
One comment summed it up:
“They don’t care about you or what you have done to get there. People are so self-centred and self-absorbed these days.”
While not all employers act this way, it’s important to recognise how these experiences are perceived.
Key Messages to Employers and Managers
- Be Transparent from the Start
If you already have a preferred candidate (e.g., an internal applicant), clearly state this in the job advert or before inviting others to interview. - Respect Candidates’ Time
Only invite candidates you are genuinely considering for the role. - Give Honest and Timely Feedback
Don’t leave candidates hanging for weeks. If they’re not selected, let them know quickly. - Consider the Human Cost
Behind every CV is a person who has rearranged their life to meet with you. Treat them with the same courtesy you’d expect. - Protect Your Employer Brand
Word travels fast in professional networks. Candidates who feel respected, even if they don’t get the job, are more likely to speak positively about your organisation.
Practical Actions for Fairer Recruitment
- Pre-Screen Honestly: If your shortlist is fixed, don’t run additional interviews unless truly necessary.
- Clear Communication: Use your confirmation email to explain the selection process and timelines.
- Reduce Candidate Costs: Consider virtual interviews for early stages to minimise travel expenses.
- Provide Constructive Feedback: Offer specific, actionable feedback instead of generic “not selected” messages.
- Train Hiring Teams: Ensure all interviewers understand fair recruitment practices and unconscious bias.
Final Thought
Recruitment is not just about finding the right candidate, it’s about building trust, respect, and relationships.
An interview, even for a candidate you don’t select, is a representation of your organisation’s values.
Treat every applicant as you would a potential client: with honesty, respect, and dignity.