Ghosting isn’t just a dating phenomenon anymore; it’s making waves in the recruitment world, too. If my Instagram reels feed is any indicator, the trend is very real. Here are two examples from my recent job-hunting experiences:
- Example 1: A freelance recruiter reached out to me on LinkedIn for a role at an American company. After our initial call, I was swiftly set up for a chat with the CEO. I had a call with him to understand his needs and the product and he mentioned that the recruiter would touch base with me soon after. However, even after my follow-up a week later, I never heard back.
- Example 2: I came across an intriguing job description for a role that could fit me. My interaction with the recruiter was one-sided, with him gathering details about my experience and without any mention to the company or deeper details about the responsibilities. Despite a couple of attempts to reconnect on LinkedIn, I received no response. Considering LinkedIn is his primary tool, it’s hard to believe he missed my messages.
There have been other instances, too. In some cases, after a couple of follow-ups and a two-month wait, I received a response 🙄.
In my opinion, candidates shouldn’t have to be in need of sending a follow-up email. Why? Because it often signals a hiccup in the recruitment process reflecting poorly on the company’s image. Imagine if a team member raised a payroll concern and was met with silence. Unthinkable, right? The Talent Acquisition Team has the responsibility to show what kind of company and people will the candidate work with when they join. If they commit to providing feedback within a week, they should stick to it. Delays are understandable, but they come with the responsibility of updating the candidate. This proactive approach is the mark of a good candidate experience.
It’s essential to send out rejections promptly. Keeping candidates in limbo, especially those genuinely excited about a potential role, is unfair. We’ve all been there—hopeful and holding off other opportunities. And, job hunting is taxing enough; clarity can help candidates channel their efforts better.
Occasionally, decisions might require more time, especially when you have several promising candidates. In such situations, transparency is key. Keep them in the loop and treat them with respect, considering they could be future employees or, in some cases, potential clients.
- Talent Acquisition is the Reflection of your Company’s Culture. If this initial step fails, achieving branding objectives becomes much more challenging.
- Commit to Timelines with an Open Communication. Keep promises regarding feedback. If delays occur, make it a priority to update the candidate about the changes.
- Prompt Feedback. If a candidate isn’t the right fit, inform them without delay and reject them. Please, give them always feedback.
- The Golden Rule: Be respectful! Above all, remember to treat people with genuine respect and kindness. If not out of personal conviction, then bear in mind the world is small and karma probably exists 😉