Erin Johnson’s Post

Have you ever found yourself waiting for a response from a recruiter, losing sleep over it, feeling anxious, and ending up without any feedback? Unpleasant, we know. Let's shed some light on why this happens and how to deal with it. If we set aside irresponsibility, forgetfulness, and certain external factors that may currently affect the work of every specialist (stress, bad news, etc.), the reason for not receiving feedback may also be that the recruiter lost your resume due to a heavy workload. Usually, they are simultaneously handling many vacancies, candidates, and conducting numerous interviews. So, candidates are left to be patient and wait. And if the recruiter is truly professional, they will find time to provide feedback. Additionally, sometimes emails end up in spam or promotional folders instead of the main inbox. Another reason why a response from a recruitment specialist to a candidate might take too long is delays on the part of the managers. Advice for candidates not getting responses from recruiters: 🔷 Arrange for detailed feedback upfront at the beginning of the recruiting process. 🔷If you're not receiving the promised feedback, remind them of your application. 🔷Try to communicate through official communication channels where it will be difficult for the recruiter to overlook your email. You can read more detailed and comprehensive answers on the website through the link, where Anastasiia Korovnyk explains everything clearly and understandably. May only positive feedback from recruiters and offers with decent salaries be in your life. https://lnkd.in/eMVi6YzE

I have to reiterate the importance of being as compassionate as possible when working as a Recruiter. Today a candidate didn't show to the interview on time, and when I reached out, they wrote back: "Oh, I put it on my personal calendar wrong for (half an hour later)!" They apologized and said they could hop on immediately. But y'all, I know that's stressful and throws people off their game. As a recruiter, I want people to bring their best foot forward. I want to see them prepared. Not make them wait 8 hours like that stupid meme (where the hiring manager made the candidates wait forever just to see who passed this test of endurance, which is total BS and feels *illegal*, but I digress). So I asked if they would prefer to wait until the time they thought we had scheduled for, and to use the next 20 minutes or so to decompress or release any stress or anxiety that might've cropped up as a result of this exchange. Recruiters, remember that you're representing your organization! We should also be putting our best feet forward for every interview we conduct! This job market sucks for applicants, and we don't have to treat the people applying to our companies like fodder or chaff. Just because we see hundreds of resumes per requisition doesn't mean we can reduce people to numbers. Just a gentle reminder to be compassionate, thoughtful, and above all, kind.

I can’t stay silent anymore about the complete disrespect candidates face in the hiring process. The way some hiring teams treat people is not only frustrating but downright dehumanizing. Here’s what happened to me recently, and I know I’m not the only one who’s been through this: 1️⃣ 90-Minute Interview: I spent 90 minutes in an intense interview, answering every question with sincerity and providing insights from my 8 years of experience in Business Development, Event Management, and CRM strategy. They told me they liked my profile, praised my skills, and seemed genuinely interested. They even shared assignments for the second round and when I submitted the assignment, It was simply replied with a WhatsApp text saying unfortunately we cannot take your candidature forward. Another incident happened with one of the top service-based companies. After receiving positive feedback from the first round for one of the best-known Service Based companies. I was pumped and prepared for the second round. I gave it everything I had. What do I get in return? A cold, impersonal rejection email: “We are unable to match your skills/experience with the specific opportunity, and we will not be able to take your candidature further.” No reason, no closure. Just ghosted. But here’s the worst part – it’s not just the companies who waste your time with multiple interview rounds and then leave you hanging. It’s also the HRs who: Reject your resume before even giving you a chance. Call you out of the blue to discuss an opportunity, get your hopes up, and then disappear without a trace. Lead you on with vague promises about future opportunities, only to stop responding once you show interest. We give you our time, our energy, and our careers. We prepare for hours, we invest in each conversation, and we hope for a better opportunity. Yet, we’re treated like we’re not even worth the basic courtesy of feedback or transparency. I bring over 8 years of expertise, I know my worth, and I won’t be ignored. But too many people like me face this same cycle of disrespectful treatment every day. 💥 To Hiring Managers and HR Teams: If you reject a candidate before even considering them properly, don’t waste their time. If you contact someone about an opportunity, at least follow through or have the decency to explain why they didn’t make it. Give feedback when you reject someone after interviews. It’s not just about filling a role – it’s about treating people like professionals, not disposable resources. To my network: If you’ve been through this, speak up. Share your experiences. And if you know of companies that truly value talented, experienced people and respect their time, reach out to me. I’m ready to work with a company that knows how to treat people with the respect they deserve. Hiring teams – it’s time to do better. We are not your afterthoughts. We deserve respect. #Rant #RespectCandidates #Ghosted #HiringFail #Undermined #ExperienceMatters #OpenToWork #FeedbackMatters

Dear Employers/Hiring Team, I would like to address a concern regarding the hiring process. It can be incredibly frustrating for candidates to invest time and effort into interviews, only to be left in the dark afterward. A lack of communication or follow-up not only creates uncertainty but also damages the trust and respect between the company and its potential employees. It is important for businesses to understand that transparency and clear communication are key elements in a professional hiring process. When candidates are not informed about their application status, it leads to unnecessary anxiety and a sense of being disregarded. It is not just about receiving a job offer, but also about the basic courtesy of being updated about the outcome, regardless of the decision. Ignoring candidates or failing to provide any feedback can create a negative impression of the company and its values. Therefore, I strongly encourage employers to avoid engaging in a "fake" or misleading hiring process. Providing timely updates and feedback, even if it’s to inform candidates they were not selected, is an essential part of maintaining a respectful and professional relationship. A thoughtful and transparent approach reflects well on the company’s reputation and leaves candidates with a positive experience, regardless of the final outcome.

Dear Recruiters, If I follow up and you inform me that you're "still interviewing," I expect that to be accurate. However, when I later see a LinkedIn announcement revealing someone has already been hired for the position I applied for, it raises questions about transparency. Let’s be clear—if an offer has already been extended, you knew this at the time of our conversation. As recruiters, a key part of your role is to communicate honestly with candidates. If that’s not a commitment you're prepared to uphold, perhaps it’s time to reconsider your profession. Let’s make transparency a priority in 2025. Sincerely, A Candidate Who Values Integrity ***** CLARIFICATION FOR THOSE WHO MISSED THE POINT **** I believe the main point is being overlooked. The recruiter informed me that they were still interviewing for the position but in reality, the role had already been filled, and the candidate was actively working in it. I was strung along for a month by this recruiter- who initially promised to keep me updated. When I directly asked if the job was still open - they lied, claiming interviews were ongoing despite knowing that another candidate had already accepted the role. This was not a general misunderstanding—it was about this specific position. The recruiter could have simply been honest and said they proceeded with another candidate or even chosen to ghost me as most do instead, they opted to blatantly lie - which is the real issue here. All of the people missing the point and excusing this behavior are the kind of people that I worry about doing bad things when no one is watching.

TIME. You can't really pay someone for their time; instead, you should value and respect the fact that they chose to honor or host an engagement that will be beneficial to everyone involved. Time is indeed a valuable resource that we all need to respect. Whether it's for an interview or any other engagement, being considerate of others' time is crucial. As human resource manager or an entrepreneur conducting interviews, it's important to remember that applicants may have traveled long distances, possibly with various commitments or responsibilities awaiting them. Therefore, sticking to the scheduled interview time shows respect for their efforts and time. Leaving candidates waiting indefinitely while you attend to other matters is not only disrespectful but also unfair. we should prioritize efficiency and empathy in our interactions, especially during interviews. No one should be subjected to unnecessary waiting or endurance tests during the hiring process. Let's strive to create a more considerate and respectful environment during interview sessions. It's really important to emphasize that the interview process is not just about assessing candidates; it's also about creating a positive experience for them. When organizations respect the scheduled time, it reflects their professionalism and commitment to valuing potential employees. Moreover, we should consider the emotional and mental toll that waiting can take on candidates. Many of them might be anxious or stressed about the interview itself, and adding the uncertainty of waiting only aggravates those feelings. By being punctual and considerate, we contribute to a more supportive atmosphere, which can lead to a better performance from candidates. In a world where time is of the essence, we must remember that every minute counts, let’s advocate for a hiring process that prioritizes respect and consideration for everyone involved. This approach not only enhances the reputation of the organization but also fosters a culture of respect and fairness that can set the tone for future interactions. Stay Winning Cheers 🥂 #hiring #interview #hrm #entrepreneur #time #priorities

This message goes out to all hiring managers and recruiters: Please STOP sending automated and templated emails to "rejected candidates." I recently had a client request a "crisis appointment" with me because she was rejected for a position she left three months ago. She left the company to complete schooling when the company and the client could not agree on a schedule that was conducive to her position. When she departed, she was in good standing and was invited to reapply, which she did. She went through two interviews only to receive a templated email stating, "After careful consideration, we have selected other candidates whose skills more closely align to the position--we will retain your profile in our database." Heartbroken and confused, my client has asked what she did wrong after a stellar interview. Someone in the industry, please explain to me how someone who understands the company after spending seven years with them, understands the technology used by the company, understands the culture of the company, knows the position through and through, and has obtained more knowledge to amplify the position, is not the optimal candidate for the position. When has it become acceptable to remove human decency and communication from a coveted position as Human Resources? Yes, I understand being busy, but you didn't interview a million people for this position, and in the time it took you to format an email to send a rejection letter, you could have personally crafted the letter to explain why. In mental health, cognitive closure is essential for humans to understand what happened so that they can prepare the next time. Those in human resources, particularly those whose decisions are based on something so subjective as an interview, should want to educate, particularly in communities where word of mouth is just as effective against a corporation as a lawsuit. With that being said, when we know better, we do better.

The Silent Treatment: A Plea to Recruiters As a job seeker, I'm sure many of you can relate to this frustration: you've spent hours crafting the perfect application, acing an interview, and building anticipation for the next step in the process. And then... crickets. Yes, I'm talking about the dreaded "ghosting" phenomenon that's all too common in the recruitment world. You apply, you interview, and then... nothing. No response, no update, no rejection letter. It's like you're invisible. Now, I get it - recruiters are busy, and it's not always easy to keep up with the volume of applicants. But here's the thing: a simple rejection letter or email can go a long way in maintaining candidate dignity and respect. Think about it: when a recruiter takes the time to explain why you didn't get the job (even if it's just a polite decline), it shows that they value your time and effort. It also gives you valuable feedback to improve for future applications. In contrast, ghosting leaves a sour taste in your mouth and makes you wonder what went wrong. Did you not fit the culture? Were you just not good enough? The uncertainty is frustrating and disheartening. So, recruiters, I'm making a plea: It doesn't have to be lengthy or elaborate - just a simple "thank you for applying" and "we've decided to go with another candidate" would suffice.

Being a recruiter and being on the other side of the interview process as an applicant and interviewee is an interesting experience. It's surely an exercise in further strengthening my empathy skills for applicants in the process and hopefully making me a better recruiter if I'm ever in the field again. So far I've experienced interviews being scheduled with a recruiter then being shuffled to another recruiter who never followed up to complete scheduling. Only to follow up with questions and be told the role was filled and later appear open for applicants the following month. Being rejected for a position but not able to remember applying for it. Through searching I find I applied for the role a year ago and am receiving the rejection letter in the following year. (A good ATS is a game changer in communication, I was surprised a letter didn't come for a year.) More non responsive messages than I probably want to count (I'm guessing the recruiter who reaches out initially has a message quota to fill on LinkedIn) Actions like these seem to be so foreign to me as I've worked to not provide experiences like these for people I've interviewed. Although from talking to others I'm learning it's not that odd to experience at all and other people are having really tough interactions with recruiters too. Hoping there's some change to the recruiting industry and there's more empathy there. The people we are making contact with, probably are looking forward to interviewing or getting a message back even if it's just a rejection. Applicants have families, feelings and goals and these matter just as much as any quotas we're responsible for meeting in our own workplaces. There is currently lots of talk about Artifical Intelligence taking over the employment fields but recruiting is still very much a industry that needs and benefits from humans doing their best work, empathy included.

Being “ghosted” by employers—where they stop responding after interviews or applications—can be frustrating and confusing. There are several reasons why this might happen, and often it’s not personal. Here are some common causes: 1. High Volume of Applicants: Companies often receive a large number of applications and may not have the resources to respond to everyone. 2. Internal Changes: There could be internal delays like changes in hiring priorities, budget cuts, or restructuring that slow down or halt the hiring process. 3. Position Filled or Canceled: Sometimes, a role is filled or canceled, but the company doesn’t notify all applicants. 4. Misalignment in Fit: Even if you’re qualified, the employer might feel there’s a better cultural or skills fit with another candidate, but they don’t take the time to provide feedback. 5. Lack of Follow-up: Occasionally, if a candidate doesn’t follow up after an interview or interaction, employers might assume they are no longer interested. 6. Delays in Decision Making: Some employers take longer than expected to make decisions due to the complexity of the hiring process, multiple rounds of interviews, or waiting for input from various stakeholders. Following up professionally after a reasonable time can help maintain communication and show continued interest.