Searching For A Job: Part VI- By Elliot Lasson Ph.D
Responses and Feedback from Employers or Other Parties
After applying for a position, the waiting game begins. If there is a closing date for applications, it is likely that you will not hear back until a period of time after that date. This is especially the case in government. In most government sectors, some form of response or feedback to an applicant is required by statute. The feedback may be provided by conventional mail or email. Sometimes the feedback will be merely that you are qualified at some level and may be contacted for an interview. The decision as to whether you receive an interview or not may be based on a variety of criteria of which you might not be aware.
In the private sector, there is much variability in terms of feedback. Some organizations are more responsive than others. Some organizations take the perspective of “don’t call us; we’ll call you” after an application or even after an interview. If you are selected for an interview, you will be contacted; if you are not, you will not receive any reply at all. The amount of time before you get any feedback could be up to several months. At that time, a polite “rejection letter” will be sent informing you that the position has been filled by someone who meets the requirements of the position more closely. Organizations sometimes only send out such letters only after the person hired has officially accepted the offer and has begun working in the position. That is the reason for the delay.
If you interview for a particular position, it is appropriate and advisable to send a follow-up letter or email to express gratitude for the opportunity to present yourself. Not only is it the “right thing to do”, but it also serves to maintain a positive presence on the organization’s radar screen moving forward. Many wonder about the protocol for following up with an employer either after the application or after the interview, if the employer has not reached out. How long to wait and how to follow-up is dependent on a variety of factors, so there is no one hard rule. However, if you have not heard back in a week or two, it is reasonable to send a brief email along the lines of:
Dear ___________: On (date), I submitted my application/interviewed for (job title) with your organization. As I am in the midst of my job search at this time, I was wondering if you could give me a sense of the time frame for any next steps you will be taking on this recruitment. Thank you.
Please allow an employer a reasonable timeframe to respond to an email or phone call relating to these types of follow-ups. Never engage in phone stalking.
The Finish Line: Or Is It?
How to negotiate with a potential employer deeper into the selection process is not within the scope of this article. However, it is important to clearly understand where you stand. In most cases, a job offer is only official when it is presented in writing. This usually takes the form of a letter of offer. In it, the job title will be identified, as well as the overall function that the position will serve in the organization. In addition, the hours will be spelled out as well as the terms of employment. This includes the salary, benefits and any deferred compensation that is associated with the position. It is important to understand that any oral or informal agreement to work for an employer is not a “job offer”. It is important that in the interest of protecting both you and the employer that a formal letter of offer is issued. It is also important to point out that in most private sector employment contexts, employment is “at will”. This means that with requisite notice by either party, the agreement can be terminated, with or without reason. In government employment sectors, termination by the employer usually has to be “for cause”, either as a result of poor job performance or that the position has been eliminated for budgetary reasons.
In rare cases, there will be some sort of employment contract. That is a legal document which represents some binding agreement and is signed by both parties. Unlike “at will employment”, the terms of the contract must be fulfilled by both parties, in the event that either party wants to part ways.
About Elliot
Elly D. Lasson, Ph.D. attended Yeshivas Ner Yisrael in Baltimore. He earned his B.A. in Psychology from UMBC and his M.A./Ph.D. in Organizational Psychology from Wayne State University in Detroit. He currently services as Executive Director on Joblink of Maryland, a community-based nonprofit organization serving the Baltimore Jewish community. In 2009, he founded the Jewish Community Job Placement Consortium, in an effort to connect organizations providing service to job seekers in Jewish communities around the world. Elly has over 20 years of Human Resources experience as a recruiter, consultant, and HR Director. He holds faculty appointments at two universities and teaches various HR courses at the Masters level. He has given presentations to audiences in the U.S. and Israel on topics within HR, Psychology, and Leadership, including several times for the Orthodox Union.
