“We Will Get Back to You” – The Longest Pending Notification in Professional History

Somewhere between “Your OTP is on the way” and “Your Amazon order is out for delivery,” there exists another timeless phrase - one that hiring managers and HR professionals seem to have copyrighted:

👉 “We will get back to you.”

For candidates, this five-word promise feels like Schrödinger’s cat - both hopeful and hopeless at the same time. It’s not a “yes.” It’s not a “no.” It’s a corporate limbo that rivals waiting for your IRCTC ticket status to move from WL 27 to RAC.

But let’s break this down - what does “We will get back to you” actually mean?

The Candidate’s Dictionary of “We Will Get Back to You”

1. “You’re not shortlisted, but we don’t want to break your heart just yet.” Translation: Please don’t follow up every two days.
2. “We need approvals from six different people, three budgets, and two moons to align.” Translation: It’s not you, it’s our process.
3. “We’re still interviewing others, and frankly, you’re just a decent Plan B.” Translation: Don’t call us, we’ll (maybe) call you.
4. “We genuinely like you, but the role might change, or disappear, or reappear in a new avatar next quarter.” Translation: Corporate Jenga is at play.

Why Do Hiring Managers Use It So Often?

To be fair to the folks on the other side of the table, “We will get back to you” is not always ill-intentioned. Sometimes it’s simply:

• Politeness wrapped in vagueness: Saying “You’re not what we’re looking for” feels harsh. “We’ll get back to you” feels… safer.
• Delay tactics: Recruitment is often like assembling IKEA furniture without the manual - everyone’s figuring it out as they go.
• Avoiding commitment: It’s the corporate version of “Let’s catch up sometime” - which we all know rarely happens.

The phrase has become HR’s version of the blue tick on WhatsApp - seen, acknowledged, but not necessarily responded to.

Why Is It Redundant in Today’s World?

The professional landscape has changed dramatically. Candidates are no longer passive job-seekers; they’re evaluators too. A 2024 LinkedIn survey revealed that ~94% of candidates want feedback after an interview (Source: LinkedIn Talent Trends Report 2024). And here’s the kicker - only ~41% actually receive it.

This communication gap hurts more than egos. It:

• Damages employer branding – Glassdoor is waiting, folks!
• Wastes candidate time and effort – Preparing for interviews isn’t a Sunday picnic.
• Signals lack of respect – Which, let’s be honest, no organization wants to be known for.

In an age where companies invest millions in employee experience, ignoring candidate experience is like building a Ferrari and forgetting to install seat belts.

What Could Be Said Instead?

The challenge isn’t the message itself, but the delivery. Candidates understand rejection. What they can’t digest is ambiguity dressed as politeness.

Here are some better alternatives:

1. If the answer is “No”
2. If the answer is “Not yet”
3. If the answer is “Maybe later”

Notice how each version is clear, respectful, and time-bound. None of them carry the ghostly ambiguity of “We will get back to you.”

The Humane Side of Hiring

The best organizations treat candidates like future employees - because even if someone isn’t hired today, they could be:

• A great fit for another role tomorrow.
• A potential client or partner.
• An ambassador who talks about their interview experience with others.

Take Google, for example. They’re known for providing structured interview feedback (albeit sometimes delayed). Or look at startups like Atlassian, which emphasize candidate transparency as a core part of their hiring philosophy. These practices aren’t just “nice-to-have”; they’re brand multipliers.

A Little Humor to End With

Imagine if other industries operated with “We will get back to you”:

• Doctor: “Your test results are in… we’ll get back to you.”
• Pilot: “This is your captain speaking. Destination? We’ll get back to you.”
• Spouse: “Will you marry me?” “We’ll get back to you.”

See the absurdity? Yet, in professional hiring, we’ve normalized it.

The Bottom Line

“We will get back to you” is a relic of a bygone professional era. In today’s world of transparency, instant communication, and glassdoor reviews, it no longer works.

Candidates don’t want flattery, they want clarity. They don’t need false hope, they need fair communication. And organizations that master this balance not only win talent but also respect.

Because at the end of the day, respect is the one offer letter that never expires.

💡 Your Turn: Have you ever been a victim of the dreaded “We will get back to you” loop? Or, if you’re in HR, have you found better ways to phrase it? Drop your experiences below - let’s rewrite this outdated script together.