As to whether you should complain, Professor Jepsen said that if she were you, she wouldn’t waste her time.
“First of all, you know enough about the manager – rude, dismissive and unprofessional – that it seems like you don’t want to work there after all. Second, many organizations use their Applicant Tracking System to create a pool of potential candidates for future vacancies. In case they have another vacancy that might suit you later – with another manager – you probably don’t want to have your complaint file next to your name.
“Manage your rage. It was clearly not your dream job with a manager like that. »
“So, manage your rage. It was clearly not your dream job with a manager like that. Luckily, you got a quick glimpse of their management style. Like thousands of others who have been treated poorly by hiring managers or lay recruiters, I would make a mental note of this incident and focus my attention on the next dream job opportunity around the corner. Maybe one day you will cross paths with this manager and you will know, discreetly, that he once treated you badly – and maybe you will even find out why; what was happening to them at that time.
This manager’s behavior has affected you negatively, but it will also most likely have a negative impact on the organization they work for, says Professor Jepsen.
“The corporate HR or marketing teams may have spent quite a bit of time and effort developing an employer brand, which this manager seems to have completely destroyed for this candidate. How many other unsuccessful candidates have a similar impression of this organization?
Professor Jepsen says a smart HR team will go a long way to avoiding this by carefully evaluating all elements of their recruitment system.
“An HR team can assess its recruitment and selection processes by interviewing successful and unsuccessful candidates, as well as hiring managers and others involved in the process. [They might] look at things like the usefulness of the ad, the ease of applying – including the appropriateness of application forms – and how quickly the hiring team and hiring managers respond at each of the different stages.
“Then the assessment could move on to screening questions, with questions to candidates and applicants about the apparent validity or relevance of screening processes – application forms, interviews, job tests, simulations or samples and any other processes of selection used.”
Hopefully, the next job you apply for is offered by an organization that takes a little more care in how it treats all applicants.