Why don't they call back after a successful interview? Is it worth calling the employer after the interview or how to find out the results: how long do they usually report? Whether to call the employer if they do not call back.

Hello again, dear friend!

It happens like this: it would seem that the interview went well. According to your feelings, the employer was ready to make an offer already at the meeting. He promises to settle some questions and call one of these days. And then dead silence. Why don't they call back after the interview when everything is practically decided?

Similar situations occur all the time. The reasons are different, about them below.

In the meantime, please remember a simple rule: the employment process ends with the signing of an employment contract.

Until then, be kind process. Do not wait for the weather by the sea and take the bull by the horns. Relying on the employer in such a case means letting your employment project take its course.

People make quick decisions when there is an urgent need. When the “fried rooster” has already pecked a couple of times in one place. In other cases, the decision may be delayed.

This is not at all a reason for irritation and even more so for panic. Everything goes on.

Causes of the “freeze” solution

• It is human nature to doubt

A person, and a leader is no exception, is simply afraid of making a mistake. Making a job offer, especially for a significant position, is a responsible decision. The price of the issue is estimated in hundreds of thousands, and even millions of rubles.

• People, if nothing threatens them, are lazy. Bosses are no exception.

I'm the boss myself. If we are not disturbed, we ourselves will not move)

• A person wants to feel his own importance, attention, recognition.

The need to feel important is one of the strongest. Enough to turn to the classics. Look at Maslow's pyramid and you will see that the need for recognition is right behind security.

In other words, you want to be "persuaded". At least a little.

• subjective reasons.

Different things happen. Suddenly, the staffing was changed, a business trip, sick leave, and a lot of things. You can't list everything. You yourself know.

Black waves of ebb

Ebbs are a return to a situation of uncertainty with a decision.

Keep in mind that unless an employer usually has a strong need to hire an employee, -70-80% of your contacts will be in this style. We have already stated the reasons.In addition, there are people who do not like to say “no”. But they don't say "yes" either.

It shouldn't scare or annoy you.The employer has the right to say no. He doesn't owe you anything.

It is important for you to avoid the state of need to communicate with a specific “Ivan Ivanovich”.

You are running a project to employ your loved one through several channels at the same time and you have . One of which will complete your project. Perhaps your leader will be "Lev Abramych", and "Ivan Ivanovich" will bite his elbows, not using the opportunity to hire an extra-class employee.

What to do with a "muddy" employer?

"Muddy" we call the one who delays the decision. As they say,"does not moo, does not calve."

How to open it for turbidity? What we need is some certainty.

I want to remind:

• do not forget to agree on the interview about who will go to whom and when and exchange phone numbers and mail.
• After the interview, the interlocutor should be thanked for the meeting. Gratitude is water to the same mill of recognition and a sense of self-worth.

Further communication usually takes place over the phone.

Your tasks:

• you encourage your partner to clarify

• you make it clear that you do not have an urgent need, you have options and you will not be very upset if you do not agree.

I would single out three techniques or strategies - reminder, repulsion and light pressure.

Reminder

Until the boss says “no” to you, you can talk about yourself as many times as you like. There's nothing wrong with that and that's okay.

Let me remind you that there are 5 touch rule. Before making a major responsible purchase, the customer contacts the seller an average of five times.

Repulsion

As a welcome, we already this way. Another use of this strategy:

Reception "opening position".

It is used if you understand that you need to clarify the position. Right now, or everything will finally come to naught.

For example, the employer uses streamlined wording, the words “for now”, “in general”. There is a feeling that for some reason he is not telling the truth.

Examples of your phrases:

“Ivan Ivanovich, you said “in general.” What worries you, worries you?”

“Usually, when they say that, it means that there are some doubts.Let's not rush. it is in our common interest to clarify all possible consequences. Tell me frankly, what confuses you?

“Ivan Ivanovich, I have a feeling that I am imposing something on you, but I would really not want to. E If I do not fit, tell me and we will remain friends. I will understand without any resentment.”

By “repulsing” you, as it were, provoke him to frankness.

light pressure

It should be used when we understand that the reasons are not very serious, for example, just indecision.

“Ivan Ivanovich, you think until Wednesday and make a decision for yourself. if not, I'll take other suggestions. OK?"

Another option:

Ivan Ivanych: "Perhaps we will make a decision by Wednesday."

We say: “Ivan Ivanovich, I I understood correctly that the decision will be made on Tuesday, and on Wednesday you will announce it?

Trial Completion:

" Ivan Ivanovich, with Based on what you are saying, have you already made a decision?”

Light pressure sobers up Ivan Ivanovich. He understands that it is time to decide something.

The main rule in a situation where “Ivan Ivanovich” pulls the bagpipes is to clarify. In this case, the decision may be positive.

If you don't do anything, then most likely there will be no solution. Everything will go down on the brakes, which is tantamount to failure.

Thank you for your interest in the article. I would appreciate a comment (at the bottom of the page).

Subscribe to blog updates (the form under the social media buttons) and receive articleson topics of your choice to your mail.

Have a nice day and good mood!

Almost always, the person responsible for the selection is the HR manager. It is from him that it makes sense to find out the result. If there is no such specialist in the company, then contact the person who conducted the first interview. In a small company, this could be either a potential line manager or a CEO. If there is no connection with these persons, the right option would be to call the company, explain the situation to the office manager and ask who and how to contact to clarify the decision.

How long after the interview do they call? If there were no agreements during the interview, You will have to wait for a response from 2 days to 2 weeks. On average, the candidate is informed about the results within 2-5 days. And some employers generally do not consider it necessary to inform the applicant about their decision in case of refusal.

Therefore, passively waiting for an answer for more than a week is pointless.

In order to make life easier for yourself, it is better for the candidate to negotiate with the interviewer in advance the time and method of obtaining the result of the conversation. If the interview is nearing the end and the interviewer hasn't said anything on the subject, the applicant will have to take the initiative. It is enough to thank the interlocutor for the time taken and ask when you can expect the result or when you can call yourself to find out.

Should I call the employer after the interview? If the candidate is interested in the vacancy and wants to work in the company, then it makes sense to remind yourself. By this, the applicant will show his interest in this particular employer. Sometimes an active and persistent candidate is hired, despite the fact that he is not quite suitable in professional terms. But it is important to observe the measure and remain correct. Perseverance should not develop into importunity and, moreover, arrogance.

We talk about how to find out the results of the interview, who and how they should report them, in.

How to remind yourself after the interview?

There are two best ways: a phone call and an email. Sending a paper letter by mail is not the best idea, because it can take a very long time to go even to the next block. It is also undesirable to use non-standard communication methods in this case - social networks, SMS messages, instant messengers, Skype.

Phone call

At the stage of inviting for an interview, the HR specialist usually leaves the applicant a phone number. This could be a mobile phone and/or a company extension. By You can call the same number to find out about the results of the interview. But how to ask the employer about the results of the interview? The conversation can be structured like this:

Candidate: Good afternoon, Olga Vyacheslavovna! Would you mind giving me a couple of minutes?

Recruiter: Yes. What question are you on?

Candidate: My name is Maxim Pospelov. On July 29, I was interviewing for the position of Sales Manager in your company. After the conversation, I was even more interested in your vacancy. I would like to know about the results. Should I hope for a positive response from you or would it be wiser to keep looking?

The candidate in this appeal makes an indirect compliment to the company and shows his sincere interest in getting a job specifically in this organization. Employers in most cases are very positive about such activity of applicants.

Important! No need to drag out the conversation and take time from the interlocutor. If the answer at the end of the interview is not yet ready, you should agree on the time of the next call and end the conversation.

Email

Such a letter is somewhat inferior to a phone call, because there is no guarantee of a response. The recipient may, for example, read the letter, but get distracted and forget to answer. There is also a chance that the email will end up in the Spam folder. In this case, the recipient will not even see it. Makes sense after sending the email additionally call the addressee and clarify whether he received it. You can use the following letter:

Good afternoon, Olga Vyacheslavovna!

My name is Maxim Pospelov. On July 29, 2016, I had an interview in your company for the position of Sales Manager, during which I finally confirmed my desire to work for you. Thank you for your attention to my candidacy and your time!

I would like to know about your decision based on the results of the interview and testing. Can I hope to get a job with the company? I look forward to your reply!

If you do not mind, I will contact you within three days to clarify the results.

Sincerely,

Maxim Pospelov

Phone 8-900-000-00-11

Important! To improve the chances of reading an email, should be given high priority using a special function in the mail service or mail program. In this case, the letter will be highlighted in the recipient's mailbox and it will be difficult not to notice it.

Why doesn't the HR manager call back?

The hiring manager does not make a hiring decision alone and therefore has to wait for a response from the line manager and possibly other employees of the company. Often the Security Service is involved in the selection procedure. Verification of candidates in this case may take up to a week.

The delay in response may be caused by a large influx of applicants. Perhaps the company has a dozen interviews scheduled within a week, and a decision will be made only after all of them have been conducted.

Force majeure cannot be ruled out. An HR manager could get sick, leave urgently, quit, and during the transfer of cases, the candidate's resume was lost. Therefore, it is important to call yourself and remind yourself.

Also silence may mean a refusal, but in this case it is advisable for the applicant to call himself and find out the reasons for the negative decision.

Important! If the employer does not give reasons or they are unconvincing, and the applicant considers the refusal unfair, he has the right to formally demand from the employer an explanation of the grounds on which he was refused. In response to a written request, the employer will also have to explain in writing the reasons for his refusal no later than 7 days. But such a development of events can adversely affect the further career development of the applicant, because other companies are unlikely to want to cooperate with a conflicting person, and information in business circles spreads at lightning speed.

In more detail, we considered the reasons why you may not be called back after the interview.

There are also publications on our site that are designed to help recruiters in their work. In special articles, we talk about how to correctly and how to evaluate and.

How to let the employer know that you are waiting for results?

If during the interview no agreement was reached on the timing of reporting its results, you can enclose a request for an answer on the results in a separate letter of thanks. Rarely do applicants send letters of gratitude immediately after the interview with gratitude for the time devoted to them, but in vain. This tool can not only help you get your current job, but also help you advance your career in the future.

After all, the business community is quite limited and today's modest HR manager of a small company in 5 years can become an influential HR director of a large company. It is the company to which the same applicant who sent a letter of thanks to the modest recruiting manager 5 years ago will send a resume. Of course such letters are important (and even irreplaceable) interacting with middle and senior managers.

Thank You Letter sent to the interviewer within 2 days after the interview. An example text of a letter to the HR manager looks like this:

Dear Olga Vyacheslavovna!

Thank you for your attention to my candidacy, invitation for an interview and your time. It was nice to chat with you! After our conversation, my interest in working for your company has increased significantly, so I look forward to hearing from you about the results of the interview.

Sincerely,

Maxim Pospelov,

Candidate for Sales Manager

Phone 8-900-000-00-11

In such an unobtrusive form, the applicant hinted that it would be nice to give him an answer. The thank you letter option is always a winner for the candidate. In Russia, it is not customary to send such letters and therefore they have not become routine and formal. They surprise and remember. In a sense, the HR specialist will feel obligated, because if the candidate took the time to write such a letter, then the HR manager should in return spend a little of his time to communicate the decision.

How do you know if you passed the interview? If the agreed period has passed, and there was no answer, the applicant must call the employer himself. It is better to find out the result soon and, if it is negative, continue to search for your ideal job, than to be nervous or indulge in hopes while waiting for a call from an employer who may not be going to call.

How to ask about the results of the interview? This is also mentioned in the video.

The interview is over, and you showed your best side: you demonstrated knowledge about the company, interest in business and professionalism. "We will call you!" - the recruiter cheerfully promises goodbye. And you go ... to wait.

A week later, tired of glancing at your phone and checking your email every five minutes, you ask yourself a difficult question: what to do if the HR manager does not call back? Superjob.ru knows the answer to this question.

To call or not to call?
The answer is simple: call! Almost half of the recruiters surveyed by our research center believe that in the absence of feedback, the applicant should call the company himself; another 14% believe that the candidate should write an email. “The activity of the applicant is a sure sign of interest in the job,” employers comment.

True, 38% of the personnel officers we interviewed think that the absence of a response from a recruiter means a refusal and it is useless to cut off corporate phones. “If the employer is interested, he will call”; “You don’t have to stop looking, it’s better to continue actively attending interviews,” they say. But we are still sure: in such a matter as finding a job, it is better to call than not to call. Why? This way you will demonstrate your active life position, show that you are not going with the flow, but are able to work for the result and achieve your goal, once again emphasize your interest in work. Your call can make a difference! Just be polite and tactful - do not forget that the recruiter may be busy with other things.

We find out the fate by e-mail
It can be difficult to get through to the recruiting manager. Then we will use an alternative - a letter by e-mail. In some countries, there is generally a tradition after an interview to write a short e-mail to a recruiter expressing gratitude for his time, but these “ceremonies” have not really taken root in our country. But why not ask what are the results of consideration of your candidacy? If the recruiter himself, despite the promise, does not call or write, such an initiative is quite appropriate.

In such a letter, first remind you when and about what vacancy you met, thank you for your attention, confirm that you are interested in this work, and ask if you can expect to continue negotiations. This letter may look, for example, like this: “Good afternoon, Elena. Last week, we met at an interview regarding your open vacancy for a design engineer. Thank you for your time. Working in your company is very interesting for me, in connection with which I would like to inquire about the results of consideration of my candidacy. Can I expect a follow-up interview with a potential supervisor? Thanks in advance for your reply. Sincerely, …".

Why are they silent?
You can trust us: a recruiter is not always silent because the candidate does not meet the requirements of the vacancy. There may be several other reasons for this behavior of the HR manager.

First, at the time appointed for feedback, the decision may not have been made yet. The process of choosing between several candidates is not an easy task, especially since several parties are involved in the decision - the HR manager, the immediate supervisor, and sometimes also the general director or his deputy.

Secondly, some recruiters expect that the applicant himself will call, thereby confirming his interest. This is especially true for such vacancies as a sales manager, PR specialist, etc., that is, those positions where perseverance in achieving the goal is required.

Finally, the HR manager, like any of us, can simply forget about the scheduled call. Alas, recruiters are ordinary people, nothing human is alien to them...

We continue to look for work
Until you get a job offer, keep looking for a job. If a call from a recruiter comes when you are already at the final stage of employment in another company, then you will have a choice! And it's just wonderful!

Successful employment!

What to do if recruiters do not call you back after the interview? It seems to you that the interview went well and the job of your dreams is already in your pocket.

All that remains to be done is to wait for a call from a recruiter with a proposal for cooperation. You wait, wait, wait, but still no call. You start to get nervous, worry, and still wait and hope, because you are sure that you were on top of the interview. But they don't call you. You are angry, cursing and still waiting for a call.
For some reason, many candidates believe that an invitation to an interview is tantamount to a job offer. Nothing like this. The interview does not guarantee you a place in the company. This must be understood in order not to waste time waiting - this is the first. Secondly, you need to understand why HR managers do not call back candidates to inform them about the company's decision to refuse them this job. This is what we will try to understand in this article.

Here are three main reasons:

First reason. It is very difficult to deliver bad news, and even more difficult when the recruiter likes the candidate, but the employer does not. Imagine how difficult it is for your girlfriend to convey the words of her brother that he did not like you? The recruiter and girlfriend in this case act as intermediaries and always remain extreme, on whom they take out their anger, right? Or imagine what it is like for a doctor to tell a patient that he has an incurable disease? And while it's hard to hear bad news, it's even harder to tell it. However, you must agree that everyone needs certainty: both the candidate, and you, and the patient.

The second reason. Employers ask recruiters not to refuse a candidate, as they may consider him for another position. In this regard, I will tell you a remarkable story that happened to me in the recent past.
I was interviewing for a big company. The interview didn't go exactly as I would have liked. In general, something went wrong from the very beginning and I was not able to seize the initiative. But still I waited for them to call me and say: yes or no. But days, weeks passed, and there was no call. At some point, I forgot about this company and began to move on, when suddenly a HR specialist from this company called me and offered to interview for another position. I was shocked, because I did not think that I would ever get this call. It turns out that employers don't want to turn down candidates who don't fit in one position, as they may fit in another in the same company and so they keep them on the hook. Good move, right?! So, don’t be upset if you haven’t been told: “No”, then it’s not time to give up yet.

Third reason. HR managers simply forget to call. It may sound implausible, but how can you blame a person who has a bad memory? Things that need to be done very often fly out of my head myself: buy salt, call a friend, print documents, etc. And, although it is the job of a recruiter to call candidates, as a rule, they call those who are hired. Why? See reason number one.
Now, knowing these reasons, I hope you will become more comfortable with the fact that recruiters do not call you back.

If employers are especially careful and take a long time to select a candidate for a vacancy, in most cases this is due to two reasons. First, the company needs a rare specialist, a person with a certain set of skills and abilities. And even if the next applicant in the row of candidates looks better, they don’t say yes or no to the previous one until the last - in reserve, just in case, they keep everyone: scarce specialists know their worth in the labor market, and it is still unknown with which of them will eventually come to an agreement. (But if you don't get a call within two weeks of the interview, chances are you haven't been approached after all.) The second common reason is that the company carefully selects candidates, tries to hire the most talented ones, so the interview is conducted in several stages. For example, an applicant for a managerial position in a bank goes through three to five interview stages, which can take anywhere from a few weeks to a month or more. First, an HR specialist communicates with him, then - the hiring manager, and if we are talking about a key position, then the head of the manager. Also, the applicant may be asked to take tests (Hogan, TalentQ and even a polygraph) and meet with managers of related departments with whom they will have to work closely. If the employer is satisfied with your candidacy, it is immediately felt: the pauses between the stages are insignificant, and the HR specialist of the company (or a consultant in the agency) keeps in constant contact with you and informs you about further actions.

sent to reserve

If they don’t call you, this may mean, for example, that you made an ambiguous impression and you were sent to the reserve. The employer can be confused, oddly enough, by a long list of additional education. It seems that there is nothing wrong with this - a person is inquisitive, finds time to study, develops his potential in different directions. It's like that. But if each new education is not confirmed by consistent career development, then you may be considered an ordinary crust "collector". And this is a stop signal for a recruiter.

Check for loyalty

Will the new employee who is currently being hired take root in the company? It's better to find out right away. A recruiter who has been working with his clients for years understands these things right off the bat. If the employer is a tough manager and the candidate is not too stress-resistant, the recruiter will most likely decide not to show him to the company. And not because it will take on more powers than it should. There is simply a list of common competencies, and there are special filters through which applicants are also often secretly “driven away”: for example, they look at compatibility with the manager and all team members. In our practice, there was a case when a customer, a very energetic manager, a person with off-scale productivity, considering an applicant for one of the positions in his company, delivered a verdict: “He speaks too slowly. And if he speaks slowly, then he thinks slowly. It is obvious that he will work at the same pace - this candidate is unlikely to fit into our team. And about another client - a person with a very pragmatic approach to work - it was known that he expects specific numbers from each candidate's answer. And if some applicant, for example, at a preliminary interview could not tell in numbers about his achievements, then the consultant did not risk introducing him to the customer.

If you are a candidate and want to avoid unnecessary disappointments in the future, it is better to ask the recruiter right away about the head of the company and his management style. Find out:

How are decisions made in the company?
- What is the pace of work adopted in the company;
- How the interaction of departments is organized - is the exchange of information regulated, are deadlines practiced, what IT systems the company uses, how tasks are set and how their implementation is monitored.

If a recruiter is interested in a candidate, he will gladly share this information with him. If he doubts and wants to test a person for strength, he will consciously tell him about those aspects of working in a company that can push him away, and look at the reaction.

Remember: you need work first of all, so take the initiative into your own hands. By the way, you will earn extra points: according to what questions the candidate asks, the recruiter draws conclusions about the person’s potential. But questions should be asked in strict order. First, they are interested in the functionality of the vacancy, the goals and objectives of the upcoming work, and only then they ask about the salary and the ability to work on a flexible schedule. Recruiters are especially impressed by candidates who, before coming for an interview, collect as much information about the company as possible - its history, corporate culture, strategy.

Refuse

The silence of the recruiter can also be a sign that you will soon be rejected. How to behave in this case? To begin with, wait for the rejection itself. They are of two kinds. The first is polite and "environmentally friendly". When it is important for an employer to leave a good impression of the company, the recruiter says something like this: “We have selected another candidate, but we will have you in mind for other positions.” Or he can say (and sometimes it will be true) that the company gave an internal candidate a chance (usually external candidates are approached after they have “tested” internal personnel). Most Western companies do just that. Diplomacy is above everything. This is not a very pleasant thing to give and receive refusal, therefore such rules are usually accepted by everyone.

The second type of refusal is truthful: "We chose another candidate." If it is really important for you to understand why this happened, do not pester the consultant with questions about what you did not like - ask about the merits of the finalist. This is a much more effective tactic. She says that you are not fixated solely on your person, but sincerely want to understand what advantages your competitors have. What you hear will help you draw useful conclusions.

But what is important for an employer to remember in all cases? That all candidates are waiting for feedback. And if you don’t rush with it, if your silence drags on, then the most talented specialist who is really interesting to you will simply accept another job offer. It should also be kept in mind that feedback and the culture of giving it can tell a lot. This is a kind of image of the company, which is broadcast to the foreign market. Communication with applicants affects not only the formation of an HR brand, but also how you will be perceived in the eyes of partners, customers, and even competitors.