How to Cancel an interview

How to Cancel an interview by Amber Rolfe There’s only one thing scarier than an interview: cancelling one…Whether you can’t attend an interview because you got another job, or unexpected circumstances have gotten in the way of a role you’re still keen on pursuing â€" cancelling an interview is sometimes the only option. But with recruiters’ time at a minimum, letting them know the bad news (and not burning bridges) can be tough.We’ve already covered some good reasons to call an interview off, but to make sure you’re doing it in the right way, here are a few tips on how to cancel an interview:Give (at least) 24 hours’ notice Newsflash: interviews aren’t the only thing you have to be punctual for.If you really need to cancel one, it’s absolutely vital that you do it as soon as you find out you can’t attend. This is because recruiters are often short on time, the slot you miss could be used to interview another candidate.And since the interviewer has had to dedicate a space in their calendar for you to unexpectedly stand them up â€" the least you could do is give them the opportunity to allocate it to something else.Remember: leave it too late, and you could end up sabotaging your professional reputation, and put your chances of any potential future opportunities at risk.  Use the phoneWe hate to break it to you; but a text doesn’t always cut it â€" especially if you’re cancelling an interview.To ensure you’re able to give a personal and professional message, try calling first. Not only will you be able to able to get an immediate response, you’ll also be approaching the situation with the urgency it deserves.Emailing may seem like a valid choice â€" but these can get lost or sent to a junk folder, not to mention read the following day if the recipient has a long list of messages to get through.Additionally, if you’re looking to reschedule, a back and forth phone conversation is a much more efficient way to set a new date that works for both of you.A nd if they don’t pick up? Don’t panic. Leaving a voicemail and/or emailing to ask them get back in touch is a great way to cover all bases.  Apologise Is it too late now to say sorry? Maybe for JB, but not for you.Because let’s face it, cancelling an interview isn’t something you should approach too casually. To acknowledge the inconvenience you may be causing, always take the time to apologise â€" even if it’s not your fault.For example; your car might’ve broken down unexpectedly, but that doesn’t mean you should use your phone call as an opportunity to rant about how your mechanic’s sub-standard work has affected you. Be humble, considerate, and apologetic, and you’ll be far more likely to get an equally polite response.And if you don’t want to reschedule, that doesn’t mean you shouldn’t say sorry.Always thank the employer for the opportunity, apologise for your inability to attend, and tell them you’ll be in touch if your circumstances change.  Give a go od reason When it comes to explaining your reason for cancelling, not everything will make the cut.Although honesty is important, you should also maintain a good level of professionalism. So aside from making sure your reason warrants a cancellation, you should avoid going overboard with detail too.This means giving a good, honest reason (e.g. you got another job) â€" then avoiding the temptation to exaggerate or elaborate. Not only could indulging in personal aspects of your life make you look unprofessional â€" it could also put your credibility at risk.For example: I have to deal with a family emergency: believable. My Grandma was abducted by aliens: unbelievable.If you’re not sure whether your reason is valid, here are five good reasons to cancel an interview.Follow-up Finally, following up isn’t just for after an interview.If you’re keen on rescheduling (or already have) â€" send a follow-up email to reiterate your interest in the company and the role, and apologise again for the inconvenience your cancellation may have caused.Because although your original phone call may have been totally sincere, there’s no guarantee the employer doesn’t still have hard feelings. After all, you had to let them know you couldn’t come, but you don’t have to send a follow-up email.Show them you’re interested enough to make the extra effort, and they’re far more likely to consider you in the future.Thank you email templateStill searching for your perfect position? View all available jobs now  Find a job What Where Search JobsSign up for more Career AdviceSign up for moreCareer Advice Please enter a valid email addressmessage hereBy clicking Submit you agree to the terms and conditions applicable to our service and acknowledge that your personal data will be used in accordance with our privacy policy and you will receive emails and communications about jobs and career related topics. Job interview tips Preparing for an interview

How to Help Your Employees Report Harassment

How to Help Your Employees Report Harassment Despite a newfound openness to speaking out  in the media,  women in the workplace continue to keep quiet about the sexual harassment they experience or witness. The below infographic from talent management platform HiBob, based on a widespread 2016  survey, shows that 79% of UK women who experienced unwanted sexual advances did not report it to their employers. A BBC  survey  last year revealed similar numbers, with 63% of women and 79% of male victims not reporting harassment in the workplace. So why aren’t people reporting the harassment that’s taking place where they work? Fear of Retaliation A widespread  US study  showed that 75% of women who speak up against sexual harassment experience some form of retaliation in the workplace â€" either socially and/or professionally. The infographic highlights and expands on this, showing that over half of women who did report unwanted sexual behavior viewed the response of their employer to be unsatisfactory. There is a strong connection between this drastically high percentage and the fact that the vast majority of victims do not report incidents. There’s a persistent fear that colleagues will not believe their claims, or that they may even lose their jobs if they file a complaint. For many women, these potential retaliatory tactics are daunting enough to prevent them from seeking a just resolution. Lack of Clear Reporting Channels From small businesses to large corporations, women do not know where to turn. A lack of clear reporting channels, policies, and processes to deal with sexual harassment are all barriers for victims looking to speak up.  Shocking but true,  67% of victims are unaware of the policies that are in a place where they work. And half of these victims are unsure which department or individual to contact. For those willing to speak up despite the fear of retaliation, not knowing who the appropriate person to speak to is another contributor to factor to 79% of women not reporting harassment. The Cost of Sexual Harassment Aside from the emotional cost of sexual harassment, it also  costs businesses millions. From legal fees to settlements, businesses are having to pay out large sums of money for workplace sexual harassment cases. This cost also extends to employees, as an environment made hostile by harassment can reduce productivity and cause irreparable harm to a company’s reputation. In a talent-centered economy, businesses with a negative reputation for sexual harassment will lose out on the talent they need to drive the company forward. In the long run, companies, as well as harassment victims, pay a high price. What Can Businesses Do? HR departments and CEOs alike are not powerless. They can change this reality by taking certain steps to cultivate a workplace that’s based on zero tolerance for harassment, encouraging transparency, and treating all employees with respect. To ensure the safety and well-being of their employees, maintain a strong brand image, and save money, businesses should follow these guidelines: Create clear workplace policies that all employees are distinctly aware of. Each company has its own internal mechanisms that lay out the rules and structure for employees. But these zero-tolerance policies and guidelines to sexual harassment must be  publicized, through all official channels. This will ensure that all employees know where to turn should they need to. And the message will be clear: the company you work for cares about your wellbeing and security. Provide a clear means of communication in a safe and secure setting.  Technology can play a critical part in enabling victims to speak up in the workplace. This can be done by providing secure encrypted channels for communication. Businesses can implement these technologies along with highlighting exactly who is responsible for dealing with sexual harassment claims. By doing so, victims of harassment will have a clear channel through which to communicate and receive advice. Entrench zero-tolerance in company culture and values.  Providing mechanisms for reporting harassment is of vital importance. But preventing harassment from occurring is of equal priority. Although harder to measure, building a company culture that emphasizes respect and openness among employees can ensure that inappropriate behavior is spotted quickly, and dealt with comprehensively. About the author:  Ronni Zehavi is the CEO and Co-Founder of  HiBob. Hes an entrepreneur with a demonstrated history of working the SaaS industry.