In the weeks that passed, I sent the CIO two follow-up e-mails, I also e-mailed the HR director in California. All three were met with silence. I also left the CIO two voice mail messages -- one on his office line, the other on his personal cell phone -- and neither was returned. After three weeks, I received a phone call from the HR director telling me the CIO was unsure about the position. He was contemplating diminishing the role to a lesser grade and I was, of course, overqualified, and so were the other candidates.
Thank goodness for an HR director who at least had the courtesy for good follow up. Many companies do not even appear to have that level of common courtesy. Regardless of whether the position had been diminished to a lesser grade, the CIO should have taken it upon himself to get back to each of the previous candidates by email at least and explain that the role had changed. The fact that he and other IT leaders are being asked to do more with less is not surprising in the least. The fact that he left his "dirty work" for the HR director is just lazy. A few minutes to send of a personal email to each candidate for such a key position would make perfect strategic sense. Budgets may open up one day and one of those candidates may be the next CSO--better to keep the lines of communication open for the future than to create ill will.
My one hope is that executives who have found themselves out on the street as part of this downturn will take a moment and remember their own unpleasant experiences as applicants once they get back to a new position.
If you're wondering about a courteous period to wait for following up on interviews, here's a recent guide I found from Goodwill Industries:
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