A Lesson I Never Forgot

It was early in my career.

I was swamped with work — something important my Director had asked me to complete.

In the middle of that rush, a few candidates had arrived for their interviews.

I kept them waiting.

My Director walked in, looked around, and asked gently,

“Why are the candidates waiting?”

I explained, a little defensively,

“I’m working on the task you gave me… it’ll take me another half an hour or so.”

He nodded, then said something I carry with me to this day.

“Never keep candidates waiting.

It’s our need — we called them here.

It’s our responsibility to honour their time.

Never make them wait — not for the interview, not for the outcome.

Internal work can wait.

A bad candidate experience?

That leaves a scar. They may never come back.”

He wasn’t angry.

Just... clear.

And right.

That day, something shifted in me.

Since then, I’ve followed that lesson to the T.

Today, when I see posts asking candidates to "be patient," "be understanding," or "trust the process," I can't help but remember that moment.

Yes, candidates should be respectful.

But empathy is not a one-way street.

With all the technology we have today, sending a response — even a ‘no’ — isn’t hard.

It’s not about time.

It’s about priorities.

And the truth?

Organizations need candidates

more than candidates need jobs.

Every job seeker is a human being.

Someone anxious about their EMI.

Someone supporting a family.

Someone starting over after a setback.

“Any form of delay is disrespecting the candidate,” my Director had said.

He didn’t mince words.

Behind every HR title is a human.

But the same holds true for every application.

Let’s not forget that.