Kanchana Pandian’s Post

Have you ever reflected on a 'bad hire' to analyse where you went wrong and how you recruited the wrong person? ❌ During the #interview process, there are often signs that you might ignore or disregard - especially when you are faced with a strong #interview performance or a particularly charismatic candidate. 🫣 Here's what to look for: 🚩 Excessive Self-Promotion - they dominate the conversation, consistently steer discussions back to themselves, and focus on their achievements without acknowledging team efforts or collaboration. 🚩 High Turnover in Previous Roles - they have a history of short tenures or frequent job changes, often leaving roles abruptly or vague explanations for leaving. 🚩 Overemphasis on Money - focusing primarily on salary, benefits, or perks rather than the job responsibilities, company culture, or growth opportunities. 🚩Inconsistent Information - discrepancies between what was stated on the resume, during the interview or what is on their LinkedIn profile. 🚩 Hard To Find Referees - they find it difficult to track down previous employers or direct line managers to verify their job performance and instead offering colleagues or clients to speak to. 🚩 Inability to Answer Questions - evading questions or providing vague responses without specific details. Turning the question back to you the interviewer, and essentially not demonstrating the required knowledge or skills for the position. #Recruiting the best person is a big investment of time, energy and resources. Watch out for some of these tell tale signs and stay focused on the job requirements, as well as you company culture fit, to get it right the first time. #UnderwoodExecutie #recruitment #careers #interviewing #getitright #redflags #executivesearch

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.

✨ Things Your Recruiter Will Never Tell You ✨ Your CV only gets about 6 seconds of attention, so make sure those keywords stand out! With a high number of applications, hiring managers don’t have time to dig through every detail. In some cases, your CV isn’t even read by a person—Applicant Tracking Systems (ATS) can be pretty unforgiving. Recruiters don’t work for you; they usually have a large pool of candidates. Ask how you can stand out. Be curious about the competition—how did others do in their interviews? What can you learn from them? The role you applied for will likely stay posted until you actually join the company, and sometimes even until you pass your probation period. Don’t take this personally or let it discourage you. When it comes to salary negotiation, your recruiter is your best ally. Asking for too much or too little could hurt your chances. Ask if your expectations align with the market rate, and how to address any differences. Recruiters will Google you! Your online presence matters, and anything they find could be used to determine if you’re a good fit for the role. Clean up your digital footprint and be mindful of what’s out there. Silence doesn’t always mean rejection. The bigger the company, the more complex the hiring process. Multiple people are involved, and while hiring may not be their top priority, they still have a say, which can slow things down. Think about all the meetings and feedback gathering—they’re usually working on more than one role, so it could take weeks. You can be a brilliant candidate, but if you don’t show adaptability, teamwork, and communication skills, you probably won’t get the job. Recruiters don’t make the final decision, so don’t push too hard on negotiating with them. They’re there to guide you through the process. Instead, ask for feedback and advice on how to move forward. Sometimes we can’t tell you everything, even if we want to. Things like internal politics, budget cuts, or role changes are often out of the recruiter’s hands and aren’t always communicated. How you decline an offer matters. Using a company as leverage for a counteroffer or stringing them along are things recruiters deal with all the time—and they remember it. So, be honest, communicate clearly, and stay professional. #Recruitement #Tips #Conseil #HR

Dear Hiring Managers, I would like to express my concern regarding the recruitment process that many of us, as candidates, have experienced recently. It is disheartening to see time and effort invested in interviews and application processes, only to be met with delays, vague feedback, or no response at all. While I understand the challenges of filling a position, it is important to consider the impact of these practices on candidates who are sincerely interested in contributing to a company's success. In recent months, I have participated in numerous interviews, only to hear excuses related to "stability issues" or to receive no feedback whatsoever. It is a basic professional courtesy to inform candidates if they are not selected and to provide constructive feedback. This helps candidates understand where they might improve and increases their chances of success in future opportunities. I urge hiring managers to uphold their responsibility to communicate transparently with candidates and to consider how these processes can be more respectful and efficient for all involved.

As a recruiter, I pride myself on maintaining open lines of communication with my candidates. After every interview, I assure them, "You will hear from me, even if it is bad news." This commitment to informing candidates about the outcomes of their applications is key to my relationship with my candidates. However, there's a common challenge in our industry: the silent client. What should we do when a client goes radio silent? How much following up is too much? Or not enough? When should we give up and move on? These are questions that often keep recruiters up at night. I've observed that many people find it difficult to deliver negative feedback, opting instead for silence in the hope that the issue will simply disappear. My personal strategy to address this is to follow up with the client three times. If I receive no response, I conclude that they are either not interested in the candidate or have decided to abandon the position. Regardless of the situation, I always circle back to my candidates with honesty. I inform them that I have no feedback to share and advise them to continue their job search without waiting for this particular opportunity. I reassure them that if anything changes on my end, they will be the first to know. This approach may not please everyone, but I've found it provides a sense of closure for both the candidate and myself, preserving my credibility in the process. There have been instances where a client resurfaces after a long silence, ready to make an offer. In these cases, I'm more than ready to pick up the threads and make the magic happen. I'm curious to hear from fellow recruiters: How do you handle these situations? And to the candidates out there, what are your thoughts on this approach? Is there another way you prefer to be handled? I would love to hear from you #Recruitment #CandidateExperience #ProfessionalCommunication #JobSearch #HiringProcess #iamhiring

"Your Profile is on Hold" — Why This Needs to Change in Hiring Practices! We all know this line - "Rejections can teach us. Selections give us confidence." But what about the dreaded “profile on hold”? Imagine this: after you complete three assignments, attend two in-person interviews with hours of travel each time to reach the location, wait for the interviewer for two hours every day, spend an entire week anxiously awaiting a decision, you are left to follow up—repeatedly—for an update. And after all this effort, the response from the company? “Your profile is on hold.” Why? Why can’t a company make up its mind about what they want from a candidate? They’re not only wasting their own time but the candidate’s as well. Some candidates even take leave from their jobs and travel for hours just to attend these interviews with no heads and no tails! And here’s the kicker - isn't one interview and two assignment rounds enough? At this point, I have to wonder—are they genuinely evaluating candidates, or are they just getting free work done under the guise of “assignments”? This practice isn’t just unfair; it’s downright unethical. I’ve heard so many similar stories. Leaving candidates with false hope is cruel. Reject or select, but don’t leave candidates in limbo. P.S. This isn’t just an observation; it’s a story shared by a friend. And I believe it’s time we openly address it. #unethical #hiring #HR #HRpractices #poordecision #content #assignments #candidate

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.

How would you feel if you were left waiting? You’re checking your phone every couple of seconds, waiting for a notification. A notification that you’ll never get. It hurts. No one likes to be ghosted. And the same goes for your candidates. You owe them that feedback. When candidates invest their time and effort into your interview process, you owe it to them to provide feedback - win or lose. They took time off work, researched your company, and showed up prepared. The least you can do is explain why it didn't work out this time. Don't just ghost candidates after interviews. Take a few minutes to offer constructive feedback that can help them improve for their next opportunity. A little guidance on areas to work on can go a long way for their professional development. It's just the right thing to do. At the end of the day, giving feedback is the respectful thing to do. These are real people putting themselves out there. You'd want the same courtesy extended to you or someone you know. It's a small act that can make a big impact. This is what I believe in. Recruitment should be a two-way street of honesty and human decency. #Jobs #HR #Hiring #KeyGlobalRecruitment

A Message to Recruiters: Let’s Address the Ghosting Issue As a candidate, I’ve experienced a common but disheartening trend in the hiring process—ghosting. After investing time and effort into interviews and initial calls, getting left in the dark with no follow-up can be incredibly frustrating and unprofessional. Understandably, priorities shift, and roles sometimes go on hold, but a simple update can make a world of difference. It’s disappointing to experience silence after a recruiter initially reaches out about a role. When candidates take the time to show genuine interest, clear communication—whether with feedback, updates, or a simple follow-up—demonstrates professionalism and respect. Let’s bridge the gap for better candidate experiences and strengthen the hiring process. To recruiters, clear and timely communication, even if it’s just a brief status update, builds trust and shows respect for candidates’ time and aspirations. Let’s raise the bar and make professional follow-up a standard in hiring. #jobsearch #recruitment #career #professionalism