Provide timely decision communication, maintain professional contact with candidates, offer constructive feedback when appropriate, preserve positive relationships for future opportunities, and ensure clear closure for all participants. Professional follow-up demonstrates respect for candidate investment whilst maintaining venue reputation within the technical community.
Common misunderstanding: Taking too long to give feedback
Many hiring managers delay follow-up communication without realising this hurts their professional reputation. AV technicians network extensively and talk to each other. Slow communication makes venues look unprofessional and discourages good candidates.
Let's say you are taking three weeks to respond to candidates because you're busy with other priorities. Technical professionals will share this experience with colleagues, potentially damaging your venue's reputation. Prompt, respectful communication shows professionalism and encourages quality candidates to apply in future.
Common misunderstanding: Sending brief rejection emails without building relationships
Some managers send short rejection emails without realising they're missing chances to build valuable professional relationships. AV technicians often know other good technicians and can provide referrals and connections for future hiring.
Let's say you are sending basic "Thank you for your interest but we've decided to go with someone else" emails. This wastes relationship-building opportunities. Include positive feedback, suggest staying in touch, and mention future opportunities. Professional relationships support long-term recruitment success.
Offer specific technical development areas, highlight demonstrated strengths, suggest relevant training opportunities, maintain professional tone, focus on objective assessment criteria, and encourage future applications when appropriate. Constructive feedback supports professional development whilst preserving positive relationships and venue reputation.
Common misunderstanding: Avoiding feedback to unsuccessful candidates
Hiring managers sometimes avoid giving feedback to unsuccessful candidates because they think it's not worth the effort. But technical professionals really value specific feedback about their skills and suggestions for improvement.
Let's say you are avoiding feedback conversations because they seem time-consuming. Technical professionals appreciate development guidance and remember venues that help their career progression. Specific feedback about technical competencies and improvement suggestions builds goodwill and professional relationships.
Common misunderstanding: Giving vague feedback that doesn't help
Some managers give general feedback like "you weren't quite the right fit" instead of specific, helpful information. But AV technicians want to know exactly what technical skills to improve and how to develop their abilities.
Let's say you are giving generic feedback because specific comments seem too detailed. Vague feedback doesn't help professional development. Provide actionable guidance: "Your troubleshooting methodology was strong, but developing client communication skills would enhance your candidacy." Specific feedback supports career development and shows genuine care.
Respect candidate time investment, provide closure communication, maintain network connections, consider future role suitability, share relevant opportunities, and uphold professional reputation through courteous treatment. Professional relationship management extends beyond immediate hiring needs to support long-term talent network development.
Common misunderstanding: Thinking unsuccessful candidates are useless for the future
Many hiring managers think unsuccessful candidates are finished opportunities instead of potential future assets. But AV technicians who don't suit current needs might develop better skills, work at partner venues, or recommend other good professionals.
Let's say you are treating unsuccessful candidates as closed cases without considering future potential. People develop skills, gain experience, and build networks over time. Someone unsuitable today might be perfect in six months, or they might recommend an excellent colleague. Maintain relationships for long-term hiring success.
Common misunderstanding: Only caring about hired candidates
Some managers only focus on successful hires without realising that treating all candidates well benefits the broader professional community. Respectful treatment of everyone supports venue reputation and encourages referrals from the technical network.
Let's say you are only maintaining relationships with hired candidates while ignoring unsuccessful ones. This misses community-building opportunities. Professional treatment of all candidates creates positive venue reputation, encourages referrals, and maintains access to technical talent networks for future needs. Word spreads quickly in technical communities.