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as a founder recruiting engineers of various skillsets/expertise i simply don't have the bandwidth to respond to every non-qualified candidate.
The article is specifically talking about ghosting people after a mutual process has been started, such as after an interview or coding assignment.
as a founder recruiting engineers of various skillsets/expertise i simply don't have the bandwidth to respond to every non-qualified candidate.
as a founder recruiting engineers of various skillsets/expertise i simply don't have the bandwidth to respond to every non-qualified candidate.
OP was writing about interviewees, not applicants:
“In order for it to be ghosting, the ghosted party has to expect the conversation will continue. This means that if you apply and never hear back from a job, that’s not ghosting, a conversation never started. It only becomes ghosting when there is an expected next step that never happens.”
as a founder recruiting engineers of various skillsets/expertise i simply don't have the bandwidth to respond to every non-qualified candidate.
The ghosting problem is fixable in 2 seconds with any LLM + AI recruiting pipelining tool. That is the solution to this. Someone will figure it out in the next three months or less. On the other hand, here is the reality: In a "hiring company friendly" environment, where they cut all their expensive recruiters / or all recruiters / or simply don't care / or treat recruiters as disposable this is what you get. We are…
It totally sucks when you go through the process and don't hear anything back but I also take it as a sign of feedback that I didn't kill on the interview.
I have ghosted a ton on interviews, never purposely but things get lost in the shuffle if you aren't super passionate about the company
It isn't a great habit/practice on either side, but by any means this isn't new
And heck, even that isn't something you can rely on. I've had a fair few interviews get about 80% of the way through the recruitment process, then just ghost me without a trace. The main reason I have my current job is because the other company I was interviewing with just kinda faded away at the end of the application process.
If being ghosted is the new norm for you, you must be insanely lucky.
1. Recruiting is the #1 job of any startup CEO, and the #1 determiner of corporate success.
2. Up market, down market, side market, it doesn't matter: You will get better employees if you treat candidates with respect and you will be more competitive.
3. It's a lot of work for the 95% of clowns out there you interview, and there's a push towards automated process, but it will hurt your business.
4. There's a lot more to recruiting than just treating candidates with respect. It involves how you present yourself as an employer (participating in conferences / meetups / etc.), how you find candidates, checking references, reviewing github repos, etc. It's a crazy amount of work.
5. This is hard, but if you can do this, you will have a huge edge.
The flip side is that as an employee, doing a good job interviewing / recruiting, especially at a big company, is one of the lowest value-add tasks you can bring on, from a purely selfish / incentive structures perspective. This friction, I think, is a major reason why recruiting is handled so badly. There is absolutely no upside to doing a good job, and it takes a lot of time to do so.