ClickJobs.io’s Post

While it's generally more common for job seekers to never hear back from potential employers, ghosting can go both ways. Some job applicants may withdraw their candidacy without saying so, disappearing in the middle of the hiring process. 👉 https://lnkd.in/dtSUdkHe . . . . #jobsearch #hiringnow #careeradvancement #opentowork #newopportunities #careergoals #dreamjob #recruiting #jobs #network #careerchange #careerdevelopment #jobalert #careertalk #futureofwork

I have been reading various posts regarding both Recruiter and Candidate ghosting. I understand that most advertised jobs receive over 200 applications (in this market in can be thousands), there is most likely no way a recruiter can get back to you if a candidate has not been contacted. Most recruiters are already overloaded as the Talent Acquisition market has experienced many job losses and the employed are trying to keep up. However, that being said...If a recruiter contacts a candidate first for a job or informs the candidate they would be contacted at a specific time/day, THAT candidate should expect a response. Ghosting in this way is inexcusable. Period. #hiring #opentowork #lookingforwork #recuiting #recruitment #greenbannergang #greenbanner

In case you don't have time to read the article, here are the key points: ✔️Many #job seekers experience frustration when they #apply for numerous #positions and receive little to no response from #employers. Many #applicants send countless job #applications and receive little #feedback, often facing "radio silence" or #ghosting. ✔️The problem often lies with employers due to poorly written job requirements, misalignment between HR and #business, off-market pay bands, and even fake job #postings. Some employers post job openings without intending to #hire externally to comply with #legal and #equal opportunity #policies. Others may be unwilling to offer competitive #salaries, creating a disconnect between job seekers and employers. ✔️Applicants can verify the legitimacy of job postings by checking the company's official #career page and using personal #networks and #connections to gain insights into job opportunities. The #HiringManager is more likely to review an application through a #referral. ⭐ This is not as effective as it once was. ✔️Job seekers should focus on quality over quantity when applying for positions and target #roles they are genuinely interested in, #qualified for, and where they have connections. It also emphasizes the importance of #researching niche or specialty job boards and leveraging #industry associations to make meaningful connections in their job search. Do you agree or disagree with the points made in this article? Why or why not?

It's become quite common to hear people complaining about being ghosted by recruiters. While this practice is undeniably unprofessional, there's another perspective to consider. I might date myself a bit here, but it used to be that applying for a job required: 👉 Buying a newspaper and flipping to the classifieds. 👉 Sorting through the listings. 👉 Spending an afternoon on the phone calling hiring managers for details about the position. 👉 Going to the company's physical location. 👉 Dropping off a resume (and a cover letter which you wrote by hand the evening before). 👉 Filling out the employment application. (Yes, by hand. With a pen.) 👉 Moving on to the next one. This process was time-consuming, often taking an entire day to apply for just a handful of job openings. Now, you can apply for ten jobs online in under ten minutes. 👉 You don't have to talk to anyone. 👉 You don't have to go anywhere. 👉 You don't even have to put on pants. While this is a significant step forward, it has also led to unintended consequences. Applying for a job has become TOO easy. How many job listings have you seen that are only a few hours old but already have hundreds of applicants? This is the unintended consequence of the "Easy Apply" button. (While LinkedIn is a notable example, it's not the only platform with an easy application process.) When a job listing receives that many applicants, can we really blame recruiters for not getting back to everyone? Yes, some recruiters treat applicants like numbers and ghost candidates as a general practice. However, we shouldn't overlook the time-consuming nature of sorting through hundreds of unqualified applications. This is time they could spend following up with candidates whose backgrounds more closely match the position. I’m not a recruiter or a full-time HR professional, but I have listed dozens of positions in recent years. I can honestly say that around 75% of the applications I received were in NO WAY qualified for the position. This is the downside of making it too easy to apply. And what are the chances that the people who complain the loudest about being ghosted are the same ones who click the "Easy Apply" button like it's going out of style? #humanresources #HR #recruiting #opentowork #ghost

Hello everyone, today I wanna talk about recruitment process, when I resigned from my previous job I started looking for a remote or hybrid position so I can take care of my children while still being active. I was open to new challenges and so excited to experience new opportunities but when I started my adventure in the job market I was disappointed. I realized how hard is to find a job these days specially what I’m looking for, I applied for some positions, get few interviews, but It didn't work either on their sides or mine and I believe we just weren’t a good fit for each other. But what I didn’t expect at all is a recruiter telling me that they refused my application because I’m overqualified, that I’ll probably leave in few months for a BETTER POSITION and that they’re looking for a person who will stick with them for a long time ……Seriously!!! We’re all looking for a better position but the meaning of better position is not the same for everyone: some people think that a better job is a job which pays good for others pays good and gives you a peace of mind for others they don’t really care about the money as long as they’re happy and work in a healthy environment!!! I totally understand when a recruiter refuse the application because you don’t have enough experience or skills for the role but here!sorry I don’t get it. These kinds of prejudices are frustrating and discouraging.

In 2024, it's unacceptable to continue "ghosting" candidates. Employers and their HR departments should be able to create a strategy to address this issue. Personally, I've experienced it multiple times during job hunts and the recurring excuse for lack of communication and feedback has been "our HR consultants are too overwhelmed to deal with this."  There are various strategies that exist to engage with applicants effectively. "Ghosting" is not just unprofessional but also ironic, given the expectation of professionalism in job seekers. What do you think? https://lnkd.in/ggHhi_RB

👻 The case against ghosting candidates 👻   Ever been ghosted after an interview? It's happened to me and it’s sadly becoming more common. In today's competitive job market, where thousands apply for one role, candidates sometimes feel overlooked. Regardless of market dynamics, how many candidates apply to a role or whether a candidate has leverage, candidate experience must always be a top priority. Having been on both sides, I know the effort candidates put in—taking sick days, hiring babysitters, doing hours of work, and even missing important life events—all for a shot at career growth. I know that hiring teams are not perfect and candidates sometimes fall through the cracks but we should never take a candidate's effort for granted. In this tough market, staying motivated is no joke. Big shoutout to all the #opentowork folks out there giving it their all. 💪 Let's aim for a more transparent hiring process, where every candidate gets the respect they deserve. #ghosted #talentacquisition #candidateexperience #humanfirst #peoplefirst #opentowork #hiring #jobsearch #jobsearchtips #careergrowth #careergrowthtips #recruitingtips #transparenthiring #hiring2023 #recruitingtrends #candidatefeedback #candidateengagement #candidatespotlight

What's with all this ghosting going up recently? From Morning Brew: Instances of job seekers and employers abruptly ceasing communication with the other party—aka ghosting—are rising. Per a poll conducted by Indeed last year, 78% of applicants said they’ve ghosted an employer during the hiring process, up from 68% the year before. Meanwhile, 40% said they’ve been ghosted by an employer after interviewing, up from 30% the prior year. Experts say the hot job market is largely to blame, as job seekers now have more options. And the more companies think it’s OK to banish applicants to the spirit realm, the more applicants consider it to be normal behavior—and do the same to companies. #ghosting #hr #recruitement #recruiters #resumewriting #resumetips #cv #cvwriter #coverletterwriting #linkedinprofileoptimization #linkedin #career #goals #jobassistance #jobsearch #jobhelp #help #careercoach

“The top reason why job applicants pull out is due to an unprofessional hiring manager. As we've noted, preparing hiring managers for the interview process is critical not just due to the stakes of the hire — but also because of potential litigation. Respondents also spotlighted misrepresentations about remote-work expectations, negative company culture and unfavorable company reviews as top reasons why prospective candidates drop out of the hiring process.” #JobMarket #Ghosting #RemoteWork #HiringChallenges #Recruiting

Why would a recruiter contact a passive job seeker if they are not fit from the start? Here is my story, I didn't plan to apply for this role initially, but I was convinced. We talked, and by the end of the call, the recruiter told me my profile was suitable and asked me to apply on their website. Not even 24 hours later, I received an instant rejection and eventually, I was ghosted. Why did they even contact me if I was not fit? Possible reasons - Hiring team misalignment: The recruiter found an irrelevant profile, contacted the person, and pitched the company to the wrong candidate, leading to an instant rejection by the hiring manager. All it says to me - they don't speak to each other and don't ask questions. - Human error: Simple mistakes or miscommunications could have occurred or somebody is just new to the process. What the hiring team could do better - Better communication: Ensure recruiters and hiring managers are aligned on role expectations. An intake call and proper documentation are key to optimizing the process. - Clear job descriptions: Provide detailed job descriptions to help candidates self-assess fit, preventing an overload of applications for vague descriptions. Pre-entry questions also help. - Streamlined applications: Simplify the application process to avoid additional frustration. - Feedback: Offer constructive feedback to rejected candidates. It is silly to say here "Don't ghost", I clearly understand why it could happen, but if you are already in touch with or had a call with a candidate, it's a shame to ghost in such a case. - Internal reviews: Regularly review recruitment processes for consistency and improvement. We all can be easily convinced by the idea it is an employer market but at the end of the day it's a two-way street, candidates have the same right to choose and deserve respect. While rejections are an essential part of job hunting, transparency, and respect can significantly change the game in candidate experience in the long run. 💫 Have you experienced such situations while job searching? Share what you think below 👇 #candidateexperience #jobseeker #opentowork