Applicants approach a company because of two major reasons. First, the applicant needs a good source of income. The reason why we are burning our asses for almost 8 hours a day is because we need to earn a living. We need money to support our needs, food on our table, education for our children, shelter for our love ones, and so on. When applying for a new job, an applicant's major motivation is to find a company that can give him or her a stable source of income.
The second reason (and probably the most important one) why an applicant approaches a particular company for employment is because of the company's reputation. If a company was able to build a reputation of treating employees well and has a reputation of providing opportunities both for personal and professional development towards their employees, that company will find it increasingly easy to attract talents to accept positions in their organization. This principle is very academic, why would an applicant apply in a company with a reputation of maltreating employees? Employers' good reputation is actually a good selling point when inviting applicants to join their company and candidates usually bite into these feature.
However, companies usually face certain predicaments when too many applicants flock to their premises for employment. One of which is how to turn-down unqualified candidates. Poor handling of these candidates might back-fire on the reputation of the company. Turned-down applicants might bad-mouth the company to other applicants, friends, relatives, or to his existing co-workers. He or she will also stop from patronizing your company's products or services. No individual will look down on himself; rejection from a potential employer will never be taken lightly by the applicant. It will take a long time before he or she forgives the company for rejecting him/her from joining the company.
Given these scenarios, companies must consider the following when handling unqualified applicants:
- Always respond to applications. Whether an application was received by snail mail or e-mail, the employer must acknowledge the application either by sending a letter or an e-mail. For unqualified curriculum vitae, the content of the “rejection” letter must be polite and should not be “too” direct to the point. Thanking the applicant for considering the company is a must. Responding to applications may entail additional cost to the company in terms of postage, but which is more important? The cost of the stamps or the cost of losing your good reputation?
- Stop using the phrase “we will call you”. Applicants are so oriented with that phrase. If they hear those words, it means the end of the story. If the interviewer realizes that the applicant he is interviewing is not qualified (or over qualified) for the position, the interviewer should know how to end the interview gracefully. It's like breaking-up, you know someone will be hurt, but the rule is “less pain, the better”.
- Do not make empty promises. During the interview, the employer must never promise the stars just to attract the applicant to join the organization. Interviews are just the tip of the iceberg, you cannot foretell whether the applicant is 100% qualified or not. Finish the entire recruitment process (including the training process) before promising something like salary increases, bonuses, etc.
- Put your feet on the ground. Companies overwhelm themselves when they receive tons and tons of applicants on a regular basis. They usually feel proud and superior. These companies tend to developed the “come and catch me” syndrome. They'll hide and you'll seek them. In economics, there is the supply and demand curve, the higher the supply (applicants) the lower the price (salary offer). However, this behavior should not be tolerated and time will come this will back fire on the company's future operations… or reputation.
When recruiting an applicant, companies should look at all candidates as customers. They have needs and wants that you have to satisfy. And once you have satisfied them, you will be assured of loyal, hard-working, and productive employees.
