You Said You'd Call.
You got busy.
You made a hire. You had three jobs going at once, a supplier issue to deal with, and a new guy who needs training. The follow-up call to the candidates who didn't get the job doesn't feel as important, and it just keeps getting pushed to tomorrow.
You're not a bad person. That's just how it went and how it typically goes.
But that candidate is still waiting.
Quietly checking their phone throughout the day, hoping the offer comes through, but instead it's silence.
Something I hear from construction business owners regularly: they reach out to a candidate who put themselves out there looking for work, and never hear back.
That's a real frustration, and I get it.
You're wasting time following up on someone who showed interest, but now they don't even respond. It honestly happens way more than it should. And you better believe you'll remember that name the next time you're hiring.
The thing is, though, that candidate doesn't really know who you are yet. They've only had maybe one touchpoint, so there's no real connection built at that point.
The candidate who came in for an interview is a different story. You shook their hand. You asked about their experience. You both put something into that conversation. They left thinking something might actually happen, and this could be the one.
Both sides feel the same silence. But one of them had a lot more reason to expect a different outcome.
Hiring in a tight market is honestly a lot like dating. You both showed up. You had a real conversation. You learned something about each other. One of you was interested enough to bring the other back in.
And then one side ghosted without a word.
Ghosting someone after you've built that kind of connection doesn't just sting. It sticks, and it can feel personal.
In South Dakota, where the trades community is tight and word travels fast, people remember who treated them well and who left them hanging. That candidate might end up being your next supplier rep tomorrow. They might be the person your best employee refers to you next year. They might even end up being the perfect candidate for your next open role that you didn't anticipate having. But before they decide whether to bother, they'll think about how the last conversation ended. In silence.
You don't owe anyone a full debrief. You don't have to explain every detail of how the decision went, or why the decision was made the way it was made.
But you do owe them at minimum a close.
A three-sentence email or quick call is just fine.
"Hi [Name], I wanted to let you know we've moved forward with another
candidate for this role. I appreciated the time you took to come in and talk
with us. I'll keep your information on file and reach out if something comes
up."
That's it. Two minutes. One email or quick call. And now a candidate who leaves the experience with their dignity intact.
If you told them they did well, they went home hoping that was exactly the case.
The least they deserve is an answer, even if it is a no.
There's a practical side to this too. The labor market in South Dakota isn't growing quickly. Let's be honest, the skilled trades shortage isn't getting better anytime soon. The pool is what it is. The person you didn't follow up with today might be exactly who you need to fill a position next spring. That bridge is a lot easier to cross if it didn't get burned.
Sending a short note or follow-up call after an interview isn't about being nice for the sake of it. It's about operating like someone people want to work for, in a market where that reputation matters more than any single outreach ever will.
If you're hiring right now and want to know who's already in our candidate pool and how they fit your open roles, that's what Plenty of Hires is built for.
We match people, not resumes.
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