26 Mar 2025
Attracting and retaining talent has been on every organization’s agenda for some years now. Many sectors are struggling with a real lack of resources. There’s no shortage of initiatives to design strategies, plenty of studies, and countless discussion forums on the topic. However, many companies are failing at one essential point: recognizing and respecting the effort of those who are actively seeking an opportunity and are willing to work.
“They say this generation doesn’t want to work, but the truth is I sent over 60 spontaneous applications and only one company replied! I want to work, but if no one even responds…” — a 22-year-old told me. Her CV was perfectly adequate for her age, with some interesting details.
In recent months, I’ve spoken with three promising young professionals. They’re qualified, motivated, and ready to face challenges and contribute to organizational growth. Each of them sent out dozens of applications. Some for open positions, others speculative, trying to create opportunities where, at first glance, they did not existed. The result? Out of the many companies they contacted, fewer than three had the courtesy to give any kind of feedback. It is important to note that many of the companies they applied to were ones they genuinely admired. In other words, we’re talking about potential brand advocates, ie, people who might now stop being advocates altogether, just like customers who feel ignored.
This kind of company behavior raises deep questions about how talent is (or isn’t) managed from the very beginning. On one hand, HR departments invest in employer branding, attend job fairs, and promote the idea that they value people. On the other hand, the candidates’ experience often tells a different story. For job seekers, silence is the most common response and it undermines motivation and dehumanizes a process that should, ultimately, be one of mutual discovery.
Of course, many recruitment departments receive hundreds or even thousands of applications, and replying to each one personally may be nearly impossible. Nevertheless, there is a big difference between silence and an automatic email. Some companies do respond but the vast majority seem to forget that there is a person on the other side who took the time to research about the company, prepare a thoughtful application, and show genuine interest.
By ignoring potential candidates, companies may also be losing valuable opportunities to build or maintain relationships that could be important in both the short and long term. Today’s candidate could be tomorrow’s customer, strategic partner, or even that one brilliant talent who, once ,recognized by another company, will never look back at the one that ignored them. The job market isn’t just about immediate offers and demand, it’s an ecosystem of reputations and perceptions.
The data is clear: companies that communicate better with candidates, even with those who are not selected, strengthen their brand, increase the likelihood of attracting top talent, and build a culture of respect and transparency. Small gestures make a big difference, and failing to respond can cost more than just time! It can cost credibility, reputation, and most of all, talent.
In short, talent is not just a resource to be acquired, but a value to be recognized from the very first interaction. Replying to an application may seem like a small detail, but I believe it’s a clear sign of the kind of company culture we aspire to create.
in Jornal da Madeira, a 06/03/2025
