You’ve applied for your dream job and you eagerly await a response. An hour goes by, then a day, then a week… How long should you wait? And how should you follow up? Email? Phone? No follow-up at all?

In an ideal world, you get a personalised response within a day: "Thank you for reaching out, [your name]. Your CV looks good. Chances are good that you’ll be shortlisted. Please wait for us to get back to you.”

But this is not an ideal world. In reality, you’re likely to get an automated message thanking you for applying and asking you to wait. Unfortunately, when it comes to CV submissions, no news is usually bad news.

Getting a response depends on the stage of the hiring process, the method of communication, and the general best practices in the country where you’re applying. Here’s what to expect and what not to expect when you’ve applied for a position.

When to follow up on a job application

First, consider the timing. You don’t want to follow up too soon or too late because both could affect your chances of getting hired. Remember, employers receive hundreds, if not thousands, of applications per position.

On the other hand, if interview proceedings have been initiated or there’s contact from a recruiter, you can and should expect updates, communication, or direction.

If you haven’t heard back after an interview, follow up after three to five days. Remind them of your interest in the role, ask for feedback, and inquire about their decision timeline. Still no response? Then, as they say, “consider it unsuccessful”.

Why employers don’t respond to candidates

As the candidate, you already have an emotional attachment to the position. For example, you may really need the job and feel a sense of desperation or anxiety, or it’s your dream job, and you’re filled with anticipation and excitement.

But to the employer, there’s significantly less emotion attached – especially if they aren’t in a hurry to fill the position or they get huge amounts of applications.

Here are some reasons you may hear *crickets*:
 

·        Time: They just don’t have it. The hiring process involves multiple stakeholders and procedures, so the recruiter may not have the capacity to respond quickly.

·        Changed plans or priorities: Employers often face unexpected developments that affect their hiring needs, like budget cuts, restructuring, or external events. They may put a position on hold, fill it with an internal candidate, eliminate the role, or realise they want to change the job description.

·        Disinterest: Although disappointing, you may not be as suitable or qualified for the role as you thought you were. In this case, shake it off and keep trying.

·        Fear of legal issues: Some employers may avoid giving feedback or rejection letters because they may fear that you’ll misinterpret feedback as discriminatory, biased, or unfair and expose them to legal risks.

·        Plain rudeness: This is the least acceptable reason, but it’s also possible that some recruiters lack communication skills or empathy and choose to ghost you instead of explaining. Not ideal, we know. We don’t like it either.

Tips for candidates include:

1.   Follow up: Send a thank-you email within 24 hours of the interview or conversation with the recruiter, and ask about the next steps.

2.   Respect the process: Understand that it takes time. Don’t bombard the employer with emails or calls.

3.   Be flexible: Keep your options open and be ready to respond to any extra requests from the employer, like additional references.

4.   Positivity is contagious: Don’t take rejection personally or burn bridges; ask for constructive feedback and learn from each experience.

And, if you’re a recruiter or employer, we have a few tips for you too:

1.   Time is critical: A good rule of thumb is to follow up on an interview within 24 hours or the next business day. Keep candidates informed about their application status and the next steps in the process.

2.   Be clear: Use simple and direct language, avoid jargon and slang, and highlight factors you feel are most important, like cultural fit, flexibility, attention to detail, etc.

3.   Be professional: Treat candidates courteously and respectfully, regardless of the application outcome. Thank them for their time and interest.

4.   Constructive feedback: Give honest feedback, both positive and negative, and provide specific examples of their strengths and weaknesses. Try to be transparent about the reason for your decision.

Contact us for more information or advice on hiring (or apply for your dream job).