Recruiting Brainfood’s Post

#Fakejobs#Scammers#unethicals#Misleading postings False hope. 😮 Be cautious of fake job postings on LinkedIn; they often aim to gather personal information or increase engagement deceitfully. 😮 Misleading job seekers by advertising non-existent positions creates false hope and wastes their time. 😮 This lead to negative consequences, including account suspension and loss of trust. 😮 Misuse of platforms for superficial engagement damages credibility. 🙂 Always verify the job and company details before applying.

📅 November 11, 2023 - I applied for a job and then completely forgot about it. Fast forward to today, I received an email: “Hi Nick, Thank you for your interest in the Producer position. We will not be moving forward with your application, but we appreciate your time and interest in the opportunity. Regards.” Two months and not a single interview. It makes you wonder what takes so long in the hiring process. Did anyone even review my application? Were they just sifting through a mountain of candidates? Maybe the ATS was on a coffee break? 🤔 These canned rejections can sting, right? They leave you questioning: “Why wasn’t I good enough? What did I do wrong? Was my resume off?” These doubts can fester like an open wound of self-doubt. But here’s the deal - don’t let it get you down. These are parts of a broken system that’s out of our control. It’s best to laugh it off and keep moving forward. I’ve even reached out to an HR rep for more insights. Who knows, I might just break the “It’s our policy not to tell you” cycle. To the companies out there, if you’re not going to provide constructive feedback, maybe reconsider sending those automated emails. Just a thought. Keep your chin up and inbox clean, everyone! On to the next opportunity. 💼 #JobSearch #HiringProcess #KeepPushing

🚨🚨 Rant Alert!! 🚨🚨 3 in 10 companies are posting fake job ads (the positions don't exist). Worse, 70% defend the practice as morally acceptable. We teach children this is called lying. 🤥 Worse, read the excerpt in the attached picture for why they do this. Each of those reasons smacks of being OK with abusing employees. 🤬 Wonder why I say we have a crisis of management? Does your company do this? What do you think of the practice? #GreatManager #Rant #Hiring

What's the most toxic trait in the JD? . . . . . . . . . . . . . . . . . . The line which says - 'Responsibilities include, but not limited to...' Apply carefully. Be vigilant, always! Follow Amar S. #hiringstory #jobseekertips #recruitmentmarketing #linkedinhumor #corporatehumor #corporatelife #ethicalhiring #hiringnow #marketingjobs #jobhuntchat #jobhuntingadvice

One way UX and AI can partner to solve this problem: give the AI the power to explain in an autorejection WHY a candidate was rejected. You got 1,139 applicants? great. Set the parameters that matter to you and give the chatbot the ability to say what didn't make the cut. If LinkedIn AI can go through a job listing and compare it to my profile, why can't an ATS? the only reason is lack of empathy for the candidate experience, and that's a pretty poor reason.

When it comes to advertising job roles, is it better to include or exclude super? This is a question that has been debated for some time. While some argue that including super can be misleading, others believe that it is more appropriate to advertise the role as a package. What do you think? Let me know in the comments below. #recruitment #talentacquistion

How effective is saying interested when a hiring manager posts that a role is available? Or when posting/sharing a position with their network? In my experience, if there is a link posted, they are not likely to respond to each person who likes or comments on the role. Unless if they want direct interaction, they will include a CTA or call to action inviting you to DM them or email them. If these managers are recruiting for highly desired roles they will get hundreds of applicants. The ones that really want the role will apply, then reach out to the hiring manager that they applied for the role in their DMs. But if you are passively stating that you are “interested” it’s usually not worth the effort of even replying/commenting at all.

Recruiters… please do your full job, which includes following up with candidates. There is so much, too much, ghosting happening in this job market, it’s horrible. Part of your job is to help place people in roles, win-win, everyone’s happy. But another majorly important part of your job is communication. Most recruiters I’ve dealt with lately have severely failed in that department, to the point that the definition of a Recruiter = Ghoster. Why?? Please rethink your ethics, empathy and humanity. Stop messaging, calling or emailing me with “urgent need” positions, then drop off the face of the earth. It’s bullshit, and I’m calling it. Please, be considerate and humane, treat others the way you’d want to be treated.

This is unfortunate reality that I have been experiencing lately as well. Recently, I have advanced to the final stages of the recruiting process at a few different companies which ended with the what seems to be the standardized ghosting process. After not hearing back from a company I am often drawn to being empathetic and wonder if the recruiter was overwhelmed or perhaps the hiring manager did not provide timely feedback on candidates to complete the recruiting process. However, being human I also find myself asking " Is it really that difficult to send the push notification for the rejections". Today when I read Emily Mucken 's post i was reminded that ghosting happens to enumerable candidates and is clearly a common issue. At first i wasn't going to write this post, but I decided I wanted to share some of my experiences and maybe some other job seekers may read this and find commonalities and perhaps find some humor in shared experiences. So, i will share some of my job seeking journey below. - Interviewed for a role in March 2023 and was ghosted, but the recruiter reached out in July to advise me I wasn't the successful candidate. I mean at least they emailed - eventually. -Arrived at scheduled interview only to learn that the recruiter had been laid off due to staff reductions. - Completed the vidcruiter video questions, 60 minute interview with the talent advisor. Zoom call with senior manager and the manager I would have reported too and no one on the call had seen or read my resume. The manager jumped on the call 7 minutes late and asked me explain who I was cuz he didn't have a copy of my resume and also said I didn't see this meeting in his schedule. (I stayed on the call and completed the interview as a professional courtesy for the person that was a reference). - Vidcruiter ( or similar branded software) , 30 minute interview with talent acquisition specialist, 45 minute interview with manager i would have reported to, 90 minute interview with recruiter, manager and Director. Outcome was - ghosted with no reason and emails went unanswered. This has been my candidate experience and these are only a few of the examples I could share. However, I will give credit to the companies that I have had a great recruiting experience. ATB Financial - great recruiting process and never been happier not to get job. Accenture , EY , roadsurfer all great companies that provided a great candidate experience. #recruiting #jobseeker #canidateexperience

Ghosting speaks volumes about the character and transparency of the hiring manager and the organization. After any 1:1 communication about a job, the prospect deserves a proper response — and shouldn't have to chase after someone to get that response. The quality of the hiring process is also a window into the quality of the organization. If you see too many things that give you pause — poor interviewers, lack of prep, poorly managed process — you're likely to see that manifested in the org, too. When an org ghosts you — even thought it's frustrating and may hurt — they are doing you a favor by showing you their TRUE selves.