The HR email

I saw recently this post on a social media:

I had worse breakups than this rejection mail.
I just wanted to share an excellent and emotional way to say „no” or „not now”. Maybe a lesson for that HR who told you five years ago that „we’ll let you know if it’s a no”, and you’re still waiting…

It got me thinking about the HR processes of the companies and how people respond to rejection. Is the rejection only the way to say by to a potential candidate or do you want to provide a feedback gift on how they can improve?

This is my response to the post:

I saw this post and decided to provide my observation. We know people are different. I am glad that they show respect towards you and provide you with an answer and also, don’t hurt your feelings by acknowledging your professionalism. As other people had commented, this is a great way to provide a closure to the candidate, but it is still missing one final ingredient. How to improve you as a candidate?

What you could do to improve yourself to match their criteria?

At least for me, I strive when I know what to improve; I don’t wait for someone to tell me, but think every day how to be 1% better. I believe that this is still a generic response and other than making you feel better, won’t help you a lot.

Think this way.

Calculate the time you spend getting to know the interviewer and their process and problems. You apply to this company for a reason, and maybe their culture or something else is that thing you are looking for. Wouldn’t it be a better return on your time invested if you had received 1 point to improve? If you go for a few more interviews, than accumulating each time by being 1% better will lead to you nailing down any future dream job you desire.