March 2012: Good news or just no news?

The last time I wrote to you, I asked which direction the economy and the job market were headed. It was great to see your response.

That’s all very well but what’s next? What does this mean for you?

The mood was cautious, but upbeat. The large majority of you – 83% – said that the hiring scenario would improve or show fluctuations. Only 17% of you believed that the job market would worsen. Your opinions made news and I’m delighted to share that they were reported in the media (Refer ‘In The News’ listed at the bottom of the post).

For some of you this will translate into good news as you take on a new assignment. We get e-mails from you telling us about an offer you received, and its always rewarding to know you have made a successful transition.

But for other candidates, they could still face the greatest challenge that a job search brings: not hearing anything from the employer. They believed their profile offered a good fit, but it did not get shortlisted. Nor did the employer let them know the status of the application, one way or another.

When an employer goes quiet, it can leave one frustrated as application after application meets a blank wall of silence. Here’s what ‘no news’ from the employer could mean – and how to fix it:

  • You forgot the Research Associate: The Research Associate (or HR executive), usually identifies 5-6 candidate profiles from all applications, that are shared with the recruitment consultant/ HR Head. The HR Head will not see all profiles, so it’s critical to make it past the RA. The RA has a checklist of criteria for the role, and needs to see that you meet these, preferably in the opening lines of your profile/resume.
  • The HR department has a process to follow.. An HR team could wait to create a pipeline of high quality profiles before scheduling interviews or simply put the position on hold. Wait it out for 3-4 months, before automatically taking it to mean a decline. And accept that the employer will not see it as a priority to let you know.
  • You need to tell them why you applied. And then say it again.The Apply button makes its easy to send out applications on an online portal. That’s why every employer is looking for that strong, compelling reason to consider your resume. If your profile is really suitable for the job, this needs to come across clearly to the HR team.

When an employer is quiet, there is a reason for it. Step back and ask yourself what you need to do differently. Review your profile and your resume, apply to the right companies and the right jobs, revisit your goals… there’s more work to be done.

Uday Sodhi

Chief Executive Officer | HeadHonchos

In The News: The findings have been carried in following portals:

The Economic Times »

SmartInvestor »

Indiatimes »

Business Standard »

Expressindia »

Jagran Post »

The Financial Express »

IBN Live »

JOBSopportunities »

Let’s talk careers. We’re keen to hear from you.

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4 thoughts on “March 2012: Good news or just no news?

  1. Dear Sir,
    I got an eye opening through the Good News or No News article eliciting the process of filteration in HR Selection Process.
    Thanking You
    Branch Manager
    JRG Securities

    1. We have always tried to add value to your careers with every post on HeadHonchos Lounge. Nice to see we were of help. Keep checking for more updates.

  2. Dear Sir,
    Going by the statement “accept that the employer will not see it as a priority to let you know”, this might be true to a greater extent. I personally & strongly believe that such a kind of prolonging would not give a respect to any frustrated or desperate heart.

    In my opinion, ddeally the Recruiter (face of the employer for a new hire) should keep the applicant posted on the current scenario and should let the candidate know on the status something such as in a way “Hey, hope you understand the current market and the criticality of the position which you applied for. We are in the process of meeting a few other applicants to arrive at a good fit (cultural / technical) inline with the organizational culture. I also equally believe that, you would appreciate such of our efforts while this activity is a bit time consuming. However would revert to you shortly if the profile is shortlisted (as there is a big race for the right talent acquisition in the market)”.

    The above is just an example. Many things can be posted on these lines. If such a kind of communication is rolled back to candidates, the desperation can turn out to be more professional or at time a kind of appreciation the way they were handled.

    1. Job search at senior level is highly specialized and, it can take as long as six months to two years to close a hire decision.

      Our view:
      it is crucial for the consultant or any other intermediary to level with the candidate and only share such feedback as is genuinely available. On the candidate front, perseverance and a positive approach often bring results, sometimes when least expected.

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