#GhostingInTheWorkplace #CandidateExperience #HRProfessionals
Can we kick “ghosting” to the curb? 👻
Guys, I recently had a less-than-stellar experience with a well-known IT consulting firm, and it got me thinking – why is ghosting still a thing in the recruitment process? Let’s discuss the toxic side of TA and how we can fix it for good! Here are some points to consider:
– Lack of communication and transparency in the hiring process 😤
– Ghosting or stonewalling candidates after investing time and effort 🕰️
– The importance of treating candidates with respect and dignity 🤝
As someone who has been on both sides of the recruitment table, I believe that open and honest communication is key to improving the candidate experience. Let’s work together to create a more positive and transparent recruitment process! What are your thoughts on this issue? How can we make a change for the better? Let’s start a conversation and share our ideas for a more respectful and professional TA function. 💬🌟
If u have to beg for a response in late stages then u should know what time it is
Honestly I’m kind of tired of having this conversation. People talk about how terrible recruiters are non stop on LinkedIn. I started out in recruiting and I would like to think that we can all stop our pitchfork rah rah angry mob towards each other.
Just to play devil’s advocate…. asking the recruiting manager about relo on a phone call isn’t cool. You should know that’s a 10-20k negotiation call that they don’t have the authority to approve and that nobody would approve until you’re the final candidate.
How many steps are left in the process? How should they know? 15 hours of interviews is a lot of data to synthesize. What if they couldn’t decided between 2 candidates? What if the first choice demanded a relocation package but the close 2nd didn’t? What if the CEO wants to sign off on final candidates and they are sick? Come on.
Asking for a follow up is like asking are we there yet from the back of the car. You’ll know we’re there when we get there. Expecting a phone call for rejection is a bit entitled.
There were 3 candidates and 5 hours of interviews. You know that the person they picked was based on team fit. There’s nothing you could have done different.
I think you’re pissed you got rejected after all those interviews for job you think didn’t pay enough anyway, and that’s OK. It sucks to be rejected. It really sucks. But I don’t see any problem with this process.
I hate being contacted and finding out in the phone screen that the job isn’t local. I’ve been working for 20 years…it’s pretty likely that relocation is hard for me at this point so tell me up front if I’m going to have to move.
I am a little annoyed by the linkedin messages about jobs that are like 2 levels below my current job title as well, but maybe they are hoping I’ll have someone in my network. I got my first grown up job by applying for the director role. I figured the new director might sift through the other applicants one day to build out the team and I was right. They hired me a year later from that same pile of resumes.
https://circlebackinitiative.com/
Our TA team recently signed us up to this. To be honest, I haven’t checked back yet to see how it is going but the commitment is that if you are interviewed, you will get notified on the phone and get given feedback.
I’m mad that you had to endure so many interviews. That is really dumb and a waste of time.
1. Phone screen
2. Panel interview
3. Second panel interview for high level positions or when it is very close between two candidates.
That’s it. Why would there ever be a need to do more than that?
And our recuiters have no issue hiring an incoming exec’s former favorites from former company at 200000% compa ratio with exceptional sign on bonus and stocks. But actual candidates who apply in good faith? Uh no.
Ghosting candidates is so unprofessional. A little communication goes a long way in keeping things respectful.