Have you ever closed an interview by assuring the candidate that you would be in touch soon, but didn’t actually follow up with them once you had made your final decision? This happens far too often as a Workopolis survey found that 43 percent of job seekers do not receive a follow up call or email after an interview. Sure, telling a candidate that they will not be moving forward in the hiring process is uncomfortable; however, it is necessary for employers to put these feelings aside and reach out to candidates.

If you are an employer who rarely (if ever) contacts candidates after an interview, read the following reasons why you may want to change your hiring practices.


  • If you conduct an interview, it is your responsibility to inform candidates as soon as you have made a decision. Why? By making candidates wait for weeks after their interview to hear from you, you are essentially withholding information that could help them make important career decisions. Not only do you run the risk of losing a promising candidate to a competitor by waiting too long, but you are also preventing unqualified candidates from pursuing job opportunities that would be a better fit for them.


  • There’s a feeling that the process has come full circle when you take the time to follow up with candidates after their interview. Instead of leaving candidates to wonder how their interview went, give them a call and the closure that they need to either accept your job offer or move on to other career opportunities.


  • Following up after an interview creates a positive company culture that encourages open communication. Even if you have to communicate that you will be moving forward with another candidate, job seekers appreciate transparency and they will remember how you represented the culture of your company.


  • Candidates talk. From platforms like Glassdoor to coffee shop conversations, job seekers don’t shy away from sharing details about their interview experiences. Give candidates a positive impression to share with others by respecting their time and not making them wait for communication from you that may never come. Keep in mind that word of mouth is a powerful recruiting tool, making it necessary for you to make a good impression on any candidate who applies for a job at your company.


  • Candidates who are hoping to land the job may start anxiously calling and emailing you in the days following their interview with the hope of finding out if you are going to hire them. Rather than letting calls and emails flood your voicemail and inbox, be proactive and be the first to reach out. This will show them that you appreciated the time and effort that interviewing required, and will also limit the influx of communication from applicants.



Don’t let the fear of an uncomfortable conversation stop you from picking up the phone and calling candidates after their interview. A two-minute phone call (or even a form email) will reflect positively on you and your company.