Startupjunkie

Ghosting by HR

Ghosting by HR is becoming increasingly common. This is not only for junior or middle level roles but also senior level. Talk to a prospective candidate and go to sleep. One more round and then go missing again. Repeat the process till the person starts to question the culture. And ya, when you wake up, expect the candidate to leave everything and respond..else, you will go ahead and open the position.

Anyone else facing this in startups?

16mo ago

Rangolibaba

Zepto16mo

HR here. Let me help you understand this. Most of the HRs who ghost, just don’t have any tools given by the company to handle the insane amount of applications and interest they work hard to gather. Getting subscription to LinkedIn or instahyre job slots isn’t enough if they don’t have an ATS and a support system of interviewers to back a smooth process and MANAGE the process well. We create the process and are orchestrators, but we’re still dependent on other stakeholders to do their parts too. Run away from companies who have useless HRs, because the companies have rendered them so. If you still somehow get in through YOUR followups, They’re more likely to have poor HR policies and will recruit sub-par talent to work with you due to 1) poor process management due to lack of tools and support to do so 2) quality is unclear by hiring managers and will be all over the place. An empowered talent management and talent recruiter can work wonders in a company if given just basic tools to manage things, this is also why a Google or Amazon recruiter hardly ghosts you and ensures your process experience is top notch (whether you get in or not) - because they have the inbuilt tools and support system to back it up despite having far more volume of folks wanting to get in than startups. Few bad apples (and hence poor experiences galore) are everywhere.

Rangolibaba

Zepto16mo

Flipside is ofc two things - 1) they’re ghosting you because the interviewer ghosted us for feedback or gave bullshit feedback that doesn’t make sense (“candidate gave all answers but didn’t FEEL confident while giving answers, hence not a fit!!”) 2) they don’t know how to give you negative feedback/no/rejection because many many many applicants just take it up on their ego instead of moving on in their search. Hence avoid confrontation/wasting energy on a person no longer being considered and instead focus on people in pipeline. Not defending this behaviour, just letting you know so that this benefits you and you continue your search always despite however far in whatever process you’re in. Don’t wait, only follow up once/twice a week and keep searching, applying, interviewing, cracking, crushing itn

TepidFanny11

Freelancer16mo

Google sheets is free . It's just about planning and intent. When they find better candidates or company priority changes they don't bother responding.