Darryl Horn Chartered MCIPD’s Post

"Honesty is a very expensive gift. Don't expect it from cheap people." Warren Buffet So, things have been better , much better, than they are now Question is, and I'll keep this recruitment centric - as a client/candidate do you want to be told what you want to hear, or do you want an honest appraisal of your situation Don't for a minute think there is any joy is telling someone that the spectacular offer they took 3 years ago is now well above what they reasonably could expect today I had a guy the other day get really fired up , and I get that , the pressure is immense and he was staring down the barrel of increasing living costs and his employer had just ceased to exist As it was very clear we both relished ( hate that word ) direct uncluttered conversation, I was able to articulate my thoughts in the same spirited manner and we bid our farewells with much gusto and finality Does he dislike or hate me - no , he is just a family man fearful for his ability to continue to provide and I was an outlet ( all recruiters are part time therapists by the way ) If things are not happening or you think something isn't quite right, you are probably right Ask for the honest advice and tell the recruiter or hiring manager you are keen to hear the truth and often you'll get a far different conversation - it may not be what you want to hear but it will be far more real and usable than being told everything is just dandy

The Growing Toxicity in Hiring Practices: A Call for Basic Human Decency In recent years, corporate culture has taken a disturbing turn, particularly in the hiring practices of many companies. The trend of stringing candidates along with extensive assignments, multiple interview rounds, and then leaving them in the dark without any feedback has become alarmingly common. As a job seeker, I have personally experienced the frustration and mental toll of this process. After investing one to two weeks completing assignments, enduring 2-3 rounds of interviews, and eagerly waiting for any form of communication, being ghosted by potential employers has become a norm. Follow-up emails and texts go unanswered, and calls often result in vague promises of a callback that never materialize. This behavior is not just unprofessional; it’s inhumane. It is mentally exhausting to be left in limbo, not knowing where you stand after dedicating time and effort to a company’s hiring process. It’s a simple act of respect and decency to inform candidates if they will not be moving forward. Yet, this basic courtesy is increasingly overlooked. To all hiring managers and recruiters, I urge you to consider the impact of your actions on job seekers. Recognize that we are not just applications; we are individuals with hopes, ambitions, and emotions. Acknowledging our efforts and providing clear communication, even if it’s a rejection, can make a significant difference. It shows respect for our time and helps us move forward. Let’s strive to create a more humane and respectful hiring culture. It’s time to acknowledge the efforts of job seekers and treat them with the dignity they deserve. #HiringPractices #CorporateCulture #Respect #JobSeekers #MentalHealth

The Value of Self-Reflection in Hiring and Recruiting I believe that truth always comes out, which is why I stick to it, irrespective of potential consequences or ramifications. You may have noticed my recent posts addressing inappropriate, inadequate, and even shameful disrespectful behavior by recruiters, hiring managers, and employers. Let me share a real-life event, with all identifying details hidden. A financial expert was chased, hunted, and lured into moving to a large global organisation here in Australia. The recruiter, hiring managers, and selection panel were all blindsided by the impressive career trajectory, prestigious employers, and knowledge and expertise presented during the recruitment and onboarding process. However, after signing a six-figure contract and commencing work, the truth surfaced. The "perfect organisational fit" candidate, whom everyone went out of their way to recruit, was revealed to be rude, unprofessional, and disrespectful to everyone around him, including his superior managers and the agency recruiters who advocated for him. He was terminated less than three days after starting his job. This incident highlights that a shiny personality and a CV full of buzzwords, titles, and outstanding career trajectories do not guarantee organisational fit or predict job performance. Answers can be memorised, interviews can be prepared for, and disguising the real self behind a mask of political correctness and politeness to impress is apparently easier than it seems. To this end, I know for a fact that with me, what you see is what you get. My CV reflects my skills, knowledge, and expertise. My directness and assertiveness are sincere; I don't bother hiding, and I don't lie. If people are uncomfortable with an honest person, well, that's on them. Every time you ignore my applications or ghost me after an interview or screening call, remember this: I am as honest as one can be. I never lie, hide, or deceive; my integrity is intact. If I seem direct and assertive, it's because I take accountability and never throw anyone under the bus. When I say something, it reflects reality. I don't dance around the truth or sugarcoat it; I just say it as it is.

Recently, I had an experience that unfortunately seems all too common in today's job market: I attended an interview, received positive feedback, and was informed that I was successful in the process and will be getting the job. However, despite these assurances, I found myself in a state of limbo as subsequent attempts to follow up were met with silence. This phenomenon, known as "ghosting," not only leaves candidates feeling disheartened and undervalued but also reflects poorly on the employer's reputation and commitment to candidate experience. Employers can improve the candidate experience by prioritizing clear and timely communication with candidates throughout the recruitment process to ensure transparency and respect. Employers need to remember that behind every application is a real person with hopes, aspirations, and feelings. Treating candidates with empathy and dignity, regardless of the outcome, is crucial for maintaining a positive employer brand. Even if a candidate is not selected for the position, companies should make an effort to provide closure by formally notifying them of the outcome and, if possible, offering constructive feedback to aid in their professional development. By prioritizing the candidate experience and addressing issues such as ghosting, employers can foster stronger relationships with candidates, uphold their brand, and ultimately attract and retain top talent. I'm curious to hear about your own experiences with the recruitment process. #ghosting #employerbranding #customerservive #learningwithejiro #HRInsights #interview

I no longer believe that the 'ghosting' of candidates is a failure of process. Sadly, I believe it IS the process for some organisations, both employers and recruitment businesses. It is getting worse, not better. But we shouldn't throw the baby out with the bathwater (Not sure exactly what that means but my Mum used to say it alot!). Let's acknowledge and celebrate those who put candidates first. Some organisations, some recruiters and some hiring managers are making a real effort to treat every candidate with respect and we should recognise that. If you have had an exceptional experience with an employer or recruiter recently why not give them a shout out in comments. Everyone needs to know who the good guys are Those who don't feedback ..... beware of Glassdoor. Your behaviour can be called out publicly and there is no doubt that if you have a reputation for not caring, candidates will not apply. We can move things forward but let's be realistic, let's not aim for Nirvana, I think it may be beyond current popular working practices. Recruiters and Hiring Managers in organisations that are currently not feeding back - every feedback call is a step in the right direction. You don't have to change the world over night but every call you make or every email you send makes one person's job hunt just that little more bearable. Just make MORE calls and send more emails - one step at a time - everyday. It takes a 5 minutes or less for each candidare and will have a massive effect on your personal and employer brand. Please plan 'Feedback time' in you calendar when you set out to recruit. It's important #givefeedback #interviewtips #jobhunting

Frequent post-pandemic job hopping has slowed, but candidates still need to explain the changes in interviews. Some employers remain skeptical of frequent worker movement. If an interviewer asks about leaving positions, consider it a chance to explain your motivations and long-term desires. Harvard Business Review notes common reasons for moving like a shifting financial landscape, a mismatch in values, or poor work-life balance. Tell a hiring manager that trial and error helped find the proper work environment that matches your values. If lack of work-life balance was an issue, explain what you learned about maintaining your mental health while being a key contributor at work. Read more: https://lnkd.in/eJhUjWSd Summary ✍: Todd Dybas

🔥  Recruitment these days?  More like a shady game of smoke and mirrors! Let me tell you a little story that'll make you question everything...   😡  Last few weeks, a friend of mine went through an exhausting interview process. The recruiter promised transparency, empathy, and trust.  But what did he deliver?  After multiple rounds, my friend was left in the dark.  No feedback, no updates.  Just “crickets”   🚨 And guess what?  This isn't an isolated incident.  Studies show that 82% of job seekers believe that personnel processes lack transparency, leading to increased stress and uncertainty.   😒  Imagine being on the other end, desperate for a job, only to be treated like a disposable commodity.  Where's the empathy?  Where's the trust?  It's nowhere to be found!   🤔 So, here's my burning question: In a world where job seekers are left hanging and recruiters hide behind their secrecy, can we truly build recruitment processes based on transparency, empathy, and trust?   #RecruitmentRevelations #TalentAcquisition  #Transparency #Empathy #Trust #HumanizedHiring

This may be an unpopular opinion, however I feel it needs to be said: During the recruitment process, it's not just the candidate applying for the role that needs to prepare for the interview. The recruitment specialist/HR officer or manager responsible for this role need to prepare too. This is a significant first impression to an incoming potential hire so as a recruiter, its vital to put your best foot forward. Having candidates wait up to 15mins past their interview time shows your lack of time management. Walking into the waiting area and asking "Who's next" is unprofessional and shows that you have no idea what your candidate line up is. Asking substandard questions allude to having no idea who the candidate is or what their career history or skill set is. Read the CV. It is disappointing to be on the receiving end of this treatment as I would never do this to any future hire. Time is the one commodity we can never reclaim, so don't "waste" it - the candidate's or yours. I'll stop here for now, however I implore all recruiters to prepare, act with professionalism and treat potential hires with care. As much as you are looking for the best-fit, so are your potential hires.

When it comes to interviewing and hiring, is "overqualified" an excuse or a reason to not move forward with a candidate? It is understandable that motivation and longevity is at risk when dealing with overqualification. But assuming never leads to positive results. There are numerous reasons someone would be interested in that particular position regardless of previous experience and achievements. This is the perfect opportunity for the interviewer to acknowledge the interviewees skillset and ask what attracted them to the job. From the interviewees perspective, calling to follow up on a job just to have to reiterate their interest because they can do more than the job requires, is redundant. If the candidate is so appealing, why isn't the employer more serious about adding them to the team? Is there a different concern the employer has that is easily covered up with the term "overqualified"?

In today's fast-paced recruitment landscape, safeguarding the mental health of candidates is more crucial than ever. Hiring professionals, hold a responsibility not just to the company, but also to those who entrust them with their career aspirations. It's imperative to deliver bad news with empathy and transparency. Providing clear, constructive feedback on why a candidate wasn't selected helps them grow and leaves a positive impression of the organization. Moreover, "ghosting" candidates after promising an interview can be deeply demoralizing. It's essential to follow through on commitments and keep candidates informed throughout the hiring process. This simple act of respect can make a significant difference in their experience and perception of the company. Culture begins at hiring - one that values mental well-being, clear communication, and respect for aspirants. What are your thoughts? #Hiring #MentalHealth #Recruitment #CandidateExperience #EmpathyInHiring