How Do You Handle Persistent Candidate Follow-ups When Feedback Is Delayed?

Hi Seniors,

One candidate attended the interview two weeks ago with our company. All the rounds went very well, but I have yet to receive confirmation from the Operations Team head about the candidate. It seems they are busy with some management meeting and QBR. Therefore, we have put the status on hold for that candidate. However, the candidate keeps calling me every day and asking for feedback.

I am finding it difficult to handle the situation because it has been almost a month, and I have been providing feedback as "It's in process."

Please advise accordingly.

Thanks & Regards,
Rosh

Dear Roshini,

You should talk to the operations head once and firmly inform him that if they do not require more people in their team, you will close the recruitment for that position. Secondly, let him know that the candidate who has been shortlisted already has an offer, and if there is no response within a day or two, the candidate may lose interest. The response you receive from your head will demonstrate how serious they are about manpower in their department.

Regarding the candidate, explain that certain priorities have arisen, causing a delay in the recruitment process. Be honest and inform him that recruitment is currently on hold and will take some time. Avoid keeping him in suspense by stating that the process is ongoing, as it may reflect poorly on your company's image.

Regards,
Priyanka

Hi Priya,

Thank you for your response. The issue lies with my Operations Head. He needs some time to confirm the offer for the candidate and has requested me to put the candidate on hold. I am unsure how to communicate that we require a few more days to confirm the status of the interview, as it has already been nearly a month.

Regards,
Rosh

Hi,

I understand it is a delicate situation for you, but I feel that you need to communicate to the candidate upfront the reason for the delay. Try to find out the exact reason from your Operations Head and communicate the same to the candidate. This will put the candidate in a comfort zone. You should also give him an affirmative time frame, on or before which you need to have him on board.

"Just for the only reason that the candidate is seeking a job in your organization does not mean that he is at mercy."

Hi Seniors,

After several reminders and push, I received feedback from the operations manager. He doesn't like that candidate's attitude, so he doesn't want him. Could you please guide me on how to update the candidate after these days?

Regards,
Rosh