Here’s how I replied to job applications that I received during my time as Division Head.

When I started to work, I sent hundreds of resumes to different companies. Majority of them didn’t accept me, of course.

But the worst part was I never heard anything from them.

When I led Copy Geeks a Division Head (a subsidiary of Scalewind), I made sure to change the “norm.”

In the two months that I hired writers, I filtered those who are moving forward to the interview phase, and those who didn’t make it.

To those that didn’t make the cut, I send them a personal email, thanking them for applying, and the specific reasons why they didn’t make it.

Other people will say this is a waste of time. I disagree.

It’s actually beneficial.

One, if the candidate would know why he/she wasn’t accepted, he/she would work on what to improve. Who knows? I might be able to hire them next time. It will make my company a “dream to be a part of.”

[Side note: one of our current writers in-training said that “Unlike other content writing services I’ve seen in the past, this one is by far the most organized (from their hiring process to their resignation/disengagement policies), and the most excellent in terms of integrity and transparency.”]

Two, our clients will love us even more because I care about what we do. If I am clear who to hire, they are assured that they are getting the best writers. If I hire the best team members, it makes long-term client relationships easy.

I believe in the adage, “Revenge is a dish best served cold.” Not all the time, however.

Sometimes, the best way to change painful experience is to create a better experience for others.