Should organisations give all job applicants a response?

A recent poll run by People Management showed that 81% of voters believe that organisations should give all job applicants a response http://bit.ly/T7VA9L

Of course, this poll does not reflect at what stage the voters believe a response should be given, but for the purpose of this blog, we will assume that it is at the first stage, prior to any interviews being held.

A commonly heard complaint these days is how so few companies bother to reply to the bulk of job applications.

Is this an unrealistic expectation of applicants given the number of applications made per role these days? In some instances, from our experience, organisations can receive up to 600 applications for one role or recruitment campaign. 

How do organisations manage with responding to upwards of 100 applications and in some cases nearly 600? Companies who have not embraced some form of recruitment technology or system may find this response a very daunting task.

The consensus is that even when it's bad news, a short but courteous letter or email never goes amiss.

Of course the problem then is candidates would like more than a standard email response but personalised feedback, which of course is a perfectly valid request and for those that want to learn from their rejections is a very useful tool in the job seeking process.

Apparently this went to an extreme when a US based company sent out an extended eight page, 3000 word bullet point rejection letter. This of course is not the standard and in fact could be deemed as downright insulting, so is there a middle ground to be had?

Here at networx, we believe that all our candidates should be given feedback and strive to go that extra mile in ensuring we do this above and beyond the expected by always acknowledging receipt of each and every application as well as informing candidates of the process and provide them with a dedicated point of contact. We deliver regular feedback to keep candidates informed at every stage of the process. Not only this; we ensure all unsuccessful candidates are notified on the outcome of their application with the option to request further feedback if required through their dedicated point of contact and provide interviewed candidates with individual feedback, communicated by telephone.

It’s tough out there; upwards of 600 applicants for 1 role means a lot of rejections need to be made. Let’s not forget that feedback is a nice thing to have, and a first stage especially, it is important to remember that an organisation doesn’t have to give you any feedback and it is a luxury in today’s job market.

Another angle to consider is that it might be time to possibly review your CV and the way you complete applications forms?