Folks, I know this is a frequent topic but ...

93 Comments

1. Barbara HoustonMay 19,2022 at 1:28PM UTC

   Speaking as a recruiter, I really don't think it's you... it's the people you're dealing with. I don't ghost my candidates. During the prelim interview, I explain my 48 hr turnaround for feedback. I keep my candidates in the loop... ideally reaching out to them to provide info before they reach me. I'm sorry you're experiencing this, it's quite unprofessional. Hang in there. There are great recruiters out there.

2. KatMay 19,2022 at 2:30PM UTC

   I wish the recruiters I've met had your standards. It always the same pitch - we can connect you to this "hidden job market" and find you a great job. You waste time meeting with them, doing their skill tests and being told you're a great candidate. Then once you walk out the door - nothing. I'd be ok with being a quota filler for a recruiter if they just told me that up front. Or if they said "we don't have anything for you" right away.

3. Barbara HoustonMay 19,2022 at 6:02PM UTC

   It's all about the communication, people just want to be informed.

4. shaz1972May 20,2022 at 12:48PM UTC

   totally agree! I even said if you have decided on another candidate can you please just let me know! nothing

5. Sarah JumelMay 21,2022 at 2:53PM UTC

   I went to a recruiter, got nothing, and six months later was asked to contribute to her favorite charity. Well maybe if she had found me a JOB.

6. Grace BergeronMay 21,2022 at 1:01PM UTC

   Thanks Barbara for your response. Unprofessional is the word I have assigned to this type of behavior. There are young people starting their careers and to be forced through these methods is just sad. Barbara, perhaps you should teach a Master Class on skill-sets of a GREAT recruiter.

7. Antonia CalzettiMay 19,2022 at 2:00PM UTC

   It is definitely not you. Ghosting is unfortunately common amongst recruiters and very frustrating if you're the candidate on the other side. If they're not professional, this is not the search firm you want representing your candidacy. Move forward and don't look back. There are good ones out there.

8. AnonymousMay 19,2022 at 3:05PM UTC

   If it's a corporation, you're dealing with an HR legal strategy that provides no feedback for rejected candidates so they can't be sued.
   It's a "better to be rude than sued" mentality.

9. shaz1972May 20,2022 at 12:47PM UTC

   wow interesting

10. AnonymousMay 20,2022 at 4:48PM UTC

    Yes.
    I've used the HRIS systems of large and medium-sized corporations for hiring candidates. EVERY system I've used (four), without exception, has the ability to select all the candidates that applied that didn't make it past the initial automated screening criteria or didn't make it through the interview rounds to send them a broadcast, canned rejection. Yet they don't do it. They want to insist that they don't have the staffing to keep up with the volume. That's nonsense. They set up the job posts and can automate much of the process. It makes them less vulnerable to lawsuits because they can say that you were never actually rejected. It's a few clicks to do it. Ask yourself why? It has to do with the personal information that they ask you (and many volunteer) to provide during the hiring process. It's similar to why they will keep job posts open and evergreen, saying that they would hire multiples for the same role when they really only plan to hire one person right now. It keeps those waters muddied. Does it mean that they are a bad company? Honestly, no. In large situations like that, HR is very detached and doesn't really understand well the work done by any given department and are usually interacting from a distance.

11. Sarah JumelMay 21,2022 at 2:49PM UTC

    They ARE a terrible company not just a bad one and deserve all the lousy reviews and crap publicity they get.

12. Kathy WigginMay 19,2022 at 4:15PM UTC

    I agree. I have seen a lack in follow up. I believe it may be due to being understaffed.

13. AnonymousMay 19,2022 at 4:28PM UTC

    It is about the numbers and time spent.

    There is a new perspective that says only invest an time in "live" candidates. This means you are only "live" when there is hiring attention paid to your candidacy. If you fall out of tge "live" group of candidates you will not hear a peep. If there is an automated platform you will receive a automated thank you.

    No one is concerned with company manners or reputation. It just.....next!... ...

14. JC LindquistMay 20,2022 at 12:44PM UTC

    It’s so challenging!
    ? I’m experiencing similar behavior as well. It’s puzzling to me as I’m seeing recruiters complaining on social platforms how good candidates are difficult to find.

    I recently participated in a virtual job fair and met recruiters from 6 companies. I was interested in 1 of the jobs posted and promptly submitted my updated resume in to the companies career site. I then reached out via LinkedIn to the recruiter with a personal note identifying myself as a participant in the job fair, provided a brief summary of my skills and why me as a candidate. I have yet to get any acknowledgment or response. ?

    It makes me believe that the recruiter is very insincere about their intent to find candidates via this networking recruitment event.

    I understand recruiters may get bombarded daily with people interested in a position and it can be daunting at times. When there is a connection made at a relatively intimate job event, it seems unprofessional to ghost someone. It also makes me question the organization’s culture. The recruiter is the front line representative for the company and when they treat people so unprofessionally, I question if the company truly cares for their employees as their website marketing showcases.

    Keep at it! It’s not you, it’s sadly where we are professionally in the business world.

15. shaz1972May 20,2022 at 12:45PM UTC

    I have been ghosted twice now by very large well kjown companies. One had gone so far as to interview with 7 people then nothing.

16. shaz1972May 20,2022 at 12:46PM UTC

    I can’t even believe what i’m seeing. I had to basically beg a recruiter for a response so I could move on. I also asked for feedback since I thought things went great. crickets!

17. NessaDawn SMay 20,2022 at 1:40PM UTC

    I have found that since the "pandemic" started, professionalism in general has fallen to the wayside. I was ghosted on a couple of interviews that I thought went very well. I even had one company email me and offer an entry level position I didn't apply for... when I replied that I had applied for a senior level executive position I was ghosted again...

18. AnonymousMay 20,2022 at 8:49PM UTC

    I know this is frustrating but ever since Monster, Indeed and other application websites made it easy for anyone to apply for any job, it makes it extremely challenging for HR and Hiring managers to shift through packages to get to the group they want to interview.
    Sometimes their best candidates may slip through the cracks. But this is the nature of the beast we are in.

    You are setting your expectations too high when it comes to the application and hiring process. Prior to 2000, yes you would likely get a reciprocated response if you recently applied to and or interviewed for a job. But since then those days are over unless the employer has a direct interest in you or already has an established relationship with you.

    For most companies by the time you make it to the interview stage, they are 75% certain of who they want. The only way their target of interests gets bumped to the bottom of the list is if they tank the interview. They can read a resume and cover letter and know right away whether or not the person has the skills or not. Someone internal might be a top candidate before the bid even goes out, so you never know. So don't take it personal. Be aggressive in submitting for jobs of interest, no sweat, stay determined.

    Take advantage of what you can control. Focus on making sure your resume and CL stand out. Make sure it includes solid and heroic examples of how you saved the day at your former job role that is related to the job you are pursuing. Make sure you pick apart the job announcement by turning every duty/function into interview questions, put it in a word doc, write answers for areas you know, research areas you don't

    Examine the company website, know the org structure, mission, values etc. If you have not crafted any of this into any of your answers in one of your interview questions-even if they did not ask you, it is an easy way to get shoved to the back of the list. Knowing this sets you apart from the rest. And weaving it into your answers to interview questions lets them know you did your research to know what they are about.

    Don't get mad, get prepared. Good Luck!

19. AnonymousMay 21,2022 at 12:18PM UTC

    One recruiter called me from her house in her pajamas.

20. AnonymousMay 21,2022 at 1:38PM UTC

    One candidate showed up for an interview in his gym clothes sitting I. The car. The poor manners go both ways.

21. AnonymousMay 21,2022 at 12:22PM UTC

    Sadly, this has become common. If they are not ghosting, they are sending basic form letter type emails saying, “thanks, but no thanks.” They are caught up in the hustle and bustle of filling spots and don’t take the time to be human.

22. AnonymousMay 21,2022 at 12:24PM UTC

    I had one hiring manager tell me to check my email for an offer letter THEN was ghosted. What would be the point of that little exercise?

23. AnonymousMay 21,2022 at 12:32PM UTC

    I have had a recruiter from one of the big 5 tech companies approach me about a role I had not applied for, with a lengthy LinkedIn message as to why my experience would be “perfect” for a job with them.

    I responded within the hour asking for more details, giving them my resume and applying on the company website, and I have heard crickets. I believe I am now at a month waiting for him to respond, if ever.

    I’ve encountered some great recruiters along the way, but it’s certainly frustrating when the majority can’t even make the effort to send a canned response. Please, recruiters, you can do better. I’d like to believe we all have a little humanity in all of us… and one never knows when the tables will be turned.

24. Amy Carissa OliverMay 21,2022 at 12:34PM UTC

    The most important thing to remember is that companies are run by people, and those people have all of the same worries and concerns and issues that you have, both in and outside of work.

    As a hiring manager, I would love to be able to respond individually to every email, thank you note, followup and resume I receive. Unfortunately that’s not reasonable in today’s job environment. For the last position I hired, I received nearly 120 applications. Less than 20 met the basic requirements for the position. It took many hours to go through all of those resumes and portfolios, on top of which I was doing my regular job and filling the job for which I was hiring. I provided feedback to those who were interviewed but just wasn’t able to do so for those who were not because I just didn’t have the time resource. And because I am an ardent believer in work life balance, I had to say to myself, “here’s what you can do and you have to forgive yourself for whatever you can’t.” I was also recovering from major surgery and in the middle of moving so I had a lot going on, and couldn’t give up my life outside of work to create the appearance that everything was a well-oiled machine.

    So it’s very important to take a broad view, and understand that while you’ve sent just one email thank you or followup, and it feels unprofessional to not receive a response, the person on the other end may receive dozens or hundreds of those and they’re unable to answer them all. And they may be experiencing that for 9-10, or in some cases, hundreds of jobs.

    lt’s not a failure of company culture as some other posters have suggested. It’s a reality of the time. Five years ago, I would have received 30 applicants and would have responded to all of them. But there’s too many applicants now.

    Further complicating matters is that because there are so many, the pool sometimes goes stale before managers can get through all of the applications. And so they also sometimes get ghosted by candidates who give up or move on, and that can further complicate things, especially if an organization is required to interview a specific number of people. That’s not a criticism of candidates who ghost; it’s a recognition of the cycle we’re in right now.

    The most useful advice I can give is to set reasonable expectations that recognize that humans are running companies. Candidates are not perfect and neither are the companies hiring them. We all have to give each other a little grace.

25. AnonymousMay 21,2022 at 1:17PM UTC

    I hear you yet I don’t think this is justified. Then there are other companies that have a structured approach to this. If your hiring pool is high so should the fraction of the human residue team be. I had 3 interviews and a take home assessment with one company in ONE of week ( they gave me feedback after every interview within 24 hours) so swift I thought. This company is invested in their hiring process by having several recruiters assigned to a department. What I’m trying to say is if a company is occupied with a heavy load of applications/candidates they should look at their resources to practise a streamline approach.

    same goes for candidates(keep a list of companies applied to In order to remain up to date with correspondence).

26. AnonymousMay 21,2022 at 1:18PM UTC

    I am stunned by this answer. What are the reasonable expectations a candidate should have? When you receive a resume do you not have an automated response thanking the person for their interest and if they are selected for “the next step” you will contact them . With technology today there is no reason an employer or an employer should ever “ghost” someone!

27. Nicolle Joy WilfengerMay 21,2022 at 1:44PM UTC

    With technology today you should have a standard letter which goes out to the applicant via email and says thank you for your interest, but we have decided on another applicant for the position or you don't fit the skillset listed for this position. Companies used to have far more than that and were able to compose, sign and mail (postal) letters. If you are not a member of HR, then you need to hire an HR person or contract a company who can notify you only of candidates that meet your requirements and they handle the ones that done by sending out the letters for you.

    The key is to have reasonable expectation the candidate deserves to know they are not a candidate for that position.

    And if this happens after a virtual or in person interview, that's just unacceptable.

28. AnonymousMay 21,2022 at 2:30PM UTC

    In the same way you might be seeing a shift in what you would consider professionalism from a hiring team, those recruiters are also experiencing severe poor candidate behavior. I’be been a recruiter for 10 years now and lately have had candidates react very unprofessionally and outright rude when I generate an auto rejection. I’m seeing responses like “why did I even waste my time applying?” “Here’s how you should be handling your hiring” and more. I’m with Amy that there’s such a high volume of applicants in this environment and we’re also experiencing poor behavior, we don’t always have the time or resources to have 1-1 conversations or email traffic with all ~600 applicants I’ve had apply for a role. I understand when you’re in the market it’s hard to have some perspective about what the person on the other end is experiencing but perhaps worth some reflection.

29. AnonymousMay 21,2022 at 12:49PM UTC

    In a nutshell? It really sucks nowadays! I’ve had virtual screenings that produced interview dates/times and then the recruiter doesn’t show up! This has happened several times with several different companies.. I’ll receive multiple reminders of my interview and calendar placeholders and then the date and time comes and …….. it’s really very disrespectful and disappointing. In my case, I was already employed, so I had to move things around and make sure I could be outside of work for these ‘interviews’ that never happened. Not okay and honestly, I started to have so much PTSD that I stopped preparing for interviews and assumed I’d be ghosted every time! Companies need to do better!

30. GirlBossanova934974May 21,2022 at 1:13PM UTC

    Simply put, there has been a serious lapse in professional manners and here are the reasons in my view. We have seen a 'changing of the guard' in the last 10-15 years especially in the last 2-3 years in the management ranks. The experienced Boomer crowd is leaving or has left leaving a lot of management roles in the hands of the inexperienced. After several decades in the workforce, I have learned one thing very well and that is, 'What GOES around, COMES around'. Managers who carry themselves in a professional manner usually demand the same thing from their direct reports. Those with little professional bearing usually adopt the ANYTHING GOES mentality not realizing of course, that is exactly what they are going to get from others. Senior managers who make it a practice not to show up with team meetings inspire what? Mid level managers who hang recruiters out to dry are usually left on the roadside by less than professional recruiters aka FLY BY NIGHT resume hawkers. Companies that dump employees by the hundreds via ZOOM calls attract employees who resign giving a 24 hour notice or never show up for the first day on the job or back out of signed letters and are never heard from again.

31. AnonymousMay 21,2022 at 2:22PM UTC

    THIS

32. AnonymousMay 21,2022 at 1:18PM UTC

    What I don't understand is why there is so much emphasis on getting the exact skill set for a role, so many hoops to jump through to show you can do X. When in reality, 90% of the time the role/responsibilities /skills required change within a year of hiring. Whether it's because the company changes its business goals or general direction, the department gets reshuffled/reorganized, or the hire brings new skills to the role that the company didn't realize it needed.

    I find the emphasis on having discreet software skill sets infuriating--particularly in marketing roles. No one be a graphic designer/developer/email specialist/copywriter/field marketing/marketing automation/CRM specialist/strategist/SEO expert/media buyer/paid serach specialist/social media expert all in one: they require different skills and mindsets. And different pay scales.

33. Laura WestMay 22,2022 at 7:06PM UTC

    They make these total wish lists. To which I say, good luck. Not gonna happen. As a marketer who also happens to have strong writing and PM skills ... look, you want a designer, hire one. Do not expect one person to fulfill the needs of a department. Not fair and not reasonable.

34. AnonymousMay 21,2022 at 1:22PM UTC

    To be honest, the looming recession is causing uncertainty. Companies should do a better job at communicating when the job perhaps is no longer open. Many places want to hire, but (especially for smaller companies) don’t know if it will be possible… so the ghosting is real. It sucks for all involved!

35. April MinerMay 21,2022 at 2:07PM UTC

    The HR process is automated. They aren't even looking at your letters.

36. AnonymousMay 21,2022 at 2:13PM UTC

    I had a video interview lined up with an Ag serving corporation and was ghosted at the scheduled interview time. Right after the scheduled interview would have ended, to the minute the recruiter said they were no longer hiring for that position. I was furious, not because the position was no longer available but due to the way Ali A, the recruiter handled the situation. Waiting while I tried unsuccessfully to connect on their terms to then tell me this. It was cowardly at best. I am so glad I have landed a position elsewhere!

37. AnonymousMay 23,2022 at 9:00PM UTC

    I once got one the minute after our interview was scheduled to start, but making you wait the whole time wondering what was going on?! That’s pretty cold. Sorry that you went through that.

38. Cynthia (Van Syoc) KendallMay 21,2022 at 2:16PM UTC

    Companies insist on professionalism from applicants and employees, while simultaneously failing to reciprocate the same professionalism they insist upon. Ghosting just makes me add them to my "NO" list for future consideration.

39. Laura WestMay 22,2022 at 7:01PM UTC

    Ditto. If they exhibit such bad manners that early ... they’re telling you who they are. Believe them!

40. Cynthia (Van Syoc) KendallMay 23,2022 at 4:27AM UTC

    Exactly!

41. AnonymousMay 21,2022 at 2:20PM UTC

    What I don't understand is with so many companies seemingly hurting for employees why are so many not following through? These tactics are more in line with when there have been too many applicants and not enough jobs.

42. Zofia JaneczekMay 21,2022 at 2:28PM UTC

    The whole hiring system is broken, it's just as broken as it was prior to the pandemic.
    Simply nothing's changed BUT now many companies require you to have a bucket list of skills that match their requirements to a T! Plus to be fully vaccinated and exceedingly educated for a basic entry level job. Go into a temp agency looking for a job, as short as they are on people, they'll tell you there is nothing available unless you have experience of at least 1 year+ at this type of job. With this economy, as uncertain as it is, 1 job isn't enough! Also, common job etiquette, general courtesy in people is difficult to find. You'll get rudeness, dismissive behavior, and lots of passive agressive actions by employers. It's a job seekers market, yeah right, bunch of B's! It NEVER was to start with, how can it be now during a pandemic and possible recession.

43. Laura WestMay 22,2022 at 7:00PM UTC

    For real. I don’t understand any of that. It’s such rubbish. They might like to consider that *they* could be the candidate, and how would THEY feel then?

44. AnonymousMay 22,2022 at 7:12PM UTC

    I have experienced this 100% over and over again.

    Yes, you have to be nothing short of a rocket scientist and Excel Master for any job these days...Applying is too time-consuming with loads of assessments that take an hour or more to complete...personality questions/quizzes/tests, tests, tests, and samples.

    Yes! And the temp agencies are little help, sad to say.

    Where are all of these jobs? Every time I call them, no jobs...no contact. Contact is made only once and the recruiter is onto something or someone else. They never call you.

    Most likely, these jobs are in the restaurant industry and retail where people had left when the pandemic peaked. Add the vaccine requirement and your age (if you're up there) it is extremely challenging and frustrating to try and change jobs once you get older...

45. Sarah JumelMay 21,2022 at 2:37PM UTC

    I once took a bus miles away to find out there WAS no job, the company just wanted some idea as to how many would apply and come to an interview. I found this out in a rather convoluted way afterwards. What I have contemplated doing to them (just for thinking it) may send me to the hot place when I die

46. AnonymousMay 21,2022 at 3:21PM UTC

    Many years ago, a recruiter had me drive two hours round trip and pay $15 in parking just to say they didn't have a job opportunity to share with me; they just thought my resume was interesting so they wanted to meet with me.

47. AnonymousMay 21,2022 at 3:57PM UTC

    They would have been paying me for my time and gas and validating my parking.

48. Carole BennettMay 21,2022 at 5:27PM UTC

    This is where I developed a policy of having recruiters meet me at a coffee shop or restaurant of my choosing, with the expectation that they would pick up the bill. Definitely sorted the wheat from the chaff, and I made some friends who are still connections now.

    Now that I'm remote-only, it's a different scenario, but I do have other criteria for moving forward in a conversation about opportunities. I'm actually quite interested in a movement I read about recently to charge companies for interview time - I've been suggesting that for years.

49. M BaazaMay 22,2022 at 12:23AM UTC

    How would you phrase this to them?

50. AnonymousMay 22,2022 at 6:52AM UTC

    Are you kidding me? How old are you?

51. Laura WestMay 22,2022 at 6:59PM UTC

    My thought exactly. Who do they think they are?!

52. AnonymousMay 23,2022 at 3:15AM UTC

    Employers are not your parents.
    Let them present that way of thinking in the job market and see how many job offers or yet INTERVIEWS they get. They will change their tune.

53. Carole BennettMay 22,2022 at 10:31PM UTC

    Old enough to value my time (don't you value yours?) - I have to, as time is the one asset that has a finite limit, and can't be replaced.

    Let's run the calculations for interviewing in-person: living in a major metropolitan area where a drive from suburbs to downtown is a minimum of 30-45 minutes, cost of fuel/parking (or Lyft/Uber if you opt not to drive your own vehicle), an hour for meeting the recruiter (and usually their boss), and a drive back (another 30-45 minutes) - that's almost half a work day, and at my billable rate, that's several hundred dollars of time.

    Multiply that per recruiter, and it becomes incredibly expensive to do in-person "get to know you" meetings, which means it's in my best interests to optimize that time spent as much as possible.

    If you're a recruiter that insists on in-person, and you can't meet me halfway - you're not likely to represent me to my benefit, and I'd rather know up front, and avoid having my time wasted - time is money, quite literally.

    This is a big reason I've embraced "remote-only" roles, in order to extract myself from that kind of "face-to-face" expectation, and it's been incredibly liberating.

    The acceleration of change caused by the pandemic has actually been quite beneficial in terms of optimizing the overall interview process. I do still have minimum criteria before I'll schedule time for a Zoom/Meet chat - pay band/JD/company name (so I can screen them via Glassdoor/Blind/industry contacts, etc).

    Having tactics in place to avoid having time wasted is something every potential candidate should have in their playbook, in order to be able to focus on what they truly are looking for, and not having their time wasted in the process.

    That being said - why shouldn't candidates be compensated for time spent interviewing? Here's one of the articles on this topic I've seen this year - https://www.forbes.com/sites/jackkelly/2022/02/01/its-time-for-job-seekers-to-get-paid-for-interviewing/?sh=1b02da925484

54. Cindy LaceyMay 21,2022 at 6:01PM UTC

    I had a contract agency have me travel to their offices only to be told that they could no longer place me in jobs. I suspect part of it was to see what I looked like, but still... I was furious.

55. AnonymousMay 22,2022 at 5:42AM UTC

    I had the same kind of experience .

56. Laura WestMay 22,2022 at 6:57PM UTC

    Oh my God, is this not the truth.
    My policy is: send the job description (including the salary) up front or I will delete the text, email, whatever. Not wasting time with people who are clearly going by keywords or some such nonsense.

57. Thalia MoshosMay 28,2022 at 11:51PM UTC

    Ugh...that happened to me too several times. Why the hell do recruiters do this instead of discussing over the phone???

58. Jennifer FalandysMay 22,2022 at 7:29AM UTC

    I am so sorry you had that experience. That is terribly unthoughtful in the times we are in.

59. Laura WestMay 22,2022 at 6:54PM UTC

    No it won’t. The powers that be will applaud your creativity! ;-)

60. NessaDawn SMay 23,2022 at 2:07PM UTC

    OMG!! That just happened to me! Karma will come back and bite them... Word will get out that they are using unsavory business practices and they wont be able to find staff AT ALL...;)

61. Sarah JumelMay 21,2022 at 2:39PM UTC

    How can you do this to people?

62. Laura WestMay 22,2022 at 7:03PM UTC

    I wish I knew. I’d be terrible in HR (FYI, not my field!) because I’d be so concerned for the candidates and employees ...

63. Martha YoungbloodMay 21,2022 at 2:39PM UTC

    I've gotten to the point where if I apply for a position, if I hear back from the company it's fine and if I don't hear back it's fine.
    I figure "nothing ventured nothing gained." But if I don't hear anything after I first apply, they needn't bother contacting me 6 months down the road as I shall have moved on.

64. Gail LudvigsonMay 21,2022 at 3:20PM UTC

    This behavior looks like something that a bot would do, doesn't it? This article has an interesting take on the current hiring process and the role of bots.

    https://www.theguardian.com/us-news/2022/may/11/artitifical-intelligence-job-applications-screen-robot-recruiters

65. Anne GendusoMay 21,2022 at 5:15PM UTC

    I think this is certainly a part of it, but we were seeing this rampant behavior in January and earlier. Something is definitely broken.

66. AnonymousMay 21,2022 at 6:56PM UTC

    I’d like to add companies who give you homework assignments after a successful phone screening and then ghost you after you submit your work.

    Are you just trying to get free work from us? I don’t need extensive feedback on my assignments. I just need you to let me know if I am moving on or not with a simple sentence if I took the time to do the work to complete your work sample!

    Then there are jobs that make you go through 4+ rounds of interviews. Really? If you get the ok from the hiring manager, does it still necessitate another assignment and then several more hour long rounds with people from every single team you’d work with? Do these people, other than the recruiter, actually have jobs other than going to interview people? And if at that point you can’t even send me a simple rejection letter, then why bother going through all the motions?

    On a more positive note, I recently applied for several jobs that uses Smartr as their ATS. God bless the designers there for including a chart that simply shows your application to each job in one of 5 categories (I think). Something like:

    1. Applied;
    2. A human is looking at your application;
    3. Interviewing/interviewed;
    4. Offer;
    5. Rejection.

    Just that little bit of info could really help. And at no point was I ever contacted by an actual human if I was rejected, but it certainly makes the awful experience of job hunting exponentially so much better.

    Other systems should try to make themselves appear more HUMAN, even if it is completely automated. Why aren’t the UX people doing their jobs? Do better.

    As another person mentioned, what goes around comes around.

67. Jennifer FalandysMay 22,2022 at 7:35AM UTC

    I have not applied anywhere I am home, but I have heard from friends and various articles that I follow that there seems to be a lapse. I am not sure why companies who claim they are hurting so much are becoming so picky at time when they really shouldn't be. I get that no one wants a high turn over rate, but in many sectors that was high before the pandemic because people are so overworked and underpaid as it is. Now they are realizing their worth, value, and priorities. Best of luck to you going forward.

68. AnonymousMay 22,2022 at 8:59AM UTC

    Same - I feel like it is ageism- they want to know year obtaining degree or something like that to get around the asking of the age. I feel like they want young and malleable…

69. Laura WestMay 22,2022 at 6:53PM UTC

    I had an online application do that (year of college grad) and I thought, oh no, you don’t ...
    so not happening. I keyed in “1111” and they can make of that what they will. Next time I’ll put 1066 or 1487!

70. AnonymousMay 23,2022 at 2:30AM UTC

    The smart ones will build in logic to prevent this- simple boundary formula. Then again if they’re asking that question you might be in the clear. And agreed that this is completely irrelevant unless the purpose is to determine approx age. You could mix the numbers up maybe as if dyslexic and blame it on a typo, e.g., 1969 > 1996, 1973 > 1997. Whoops sorry Hiring Manager- typo. I figure the ethics of the response aligns with the ethics of the question so no real integrity guilt.

71. Michelle LiMay 22,2022 at 8:49PM UTC

    It is!
    No ifs ands or buts about it!

    Anyone over 50 is regarded as a dino-baby. Google the IBM class action suite & read how their young leaders referred to pushing "out Dino-babies" from the employee base or sunsetting them.

    Kids 2-3 yrs out of undergrad are interviewing me. It is WILD times, truly. I am speaking from personal experience.

    I've spent countless hours in Final interview rounds for 50+ companies' interview processes and 75% of these final rounds have been with C-level. I keep a spreadsheet. with stats, 1st round, 2nd round, time spent cumulatively per company on their interview process. Figure I may as well learn from this experience. Thinking about starting a blog.

    With Amazon - I wasted one entire day in their "Friday Loop" final stage full-day + 4 hours before that which equals 10 hrs of my life that I'll never get back. Used the STAR method & nailed final rounds. Oh, & they don't provide interview feedback. Their legal team is smart to insist that's how they as an org handle candidates they reject. Steer clear of giving any information that could likely lead to claims.

    Facts is facts. The generational composition of the workforce is changing. The older generations are quickly heading towards retirement. And the younger generations are increasing their part of the proverbial workforce pie. Generations of workers who are getting fast-tracked all unaware that they don't know what they don't know and feel entitled.

    Finally, though, sharing good news....that I was extended TWO (2) offers (!!) on the same day last week. Yah. When it rains....

    Hang in there and keep your health (mental & physical) well-being as the

72. AnonymousMay 23,2022 at 1:38PM UTC

    I am 59, but did not go to college until I was in my late 30s, using the date of my degree to guess my age won't work. Unfortunately I look like a little round grandma (I am) and I see the interviewer's face when I walk in. My health is good and I am very strong (I'm the one who moves the furniture around the house).

73. MaryKayMay 22,2022 at 1:47PM UTC

    I'll always remember taking an administrative job in my early years (I'm 66 now) where my first assignment was to send letters to the other applicants informing them the position was filled. I always thought that was so professional and elegant. Times are very different now!

    Perhaps you could write to the companies and offer to create a position to respond to applicants (ha ha - not really).

74. AnonymousMay 22,2022 at 11:08PM UTC

    Oh I’ve done bolder things than that. It’s not a bad idea tbh. I landed on a board of advisors after refusing a refund for a certification course that was subpar and had the audacity to inform us on our last session that we all would have to postpone taking the exam because of an undisclosed platform migration underway. I told them keep the money and let me help you enhance your course material (they would quiz on some content prior to the chapter lesson being presented instead of after. So they weren’t validating our comprehension of the taught material but rather prior knowledge which depending on the company could be categorized several different ways.

75. AnonymousMay 22,2022 at 11:17PM UTC

    Totally worked and began partnering with the VP of Qualtrics to produce more content and value for those who purchased association memberships. Sometimes the craziest, out of the box ideas are the ones that result the coolest opportunities. I mean what’s the worst that can happen? Get ghosted? ;-)

76. AnonymousMay 22,2022 at 2:44PM UTC

    This JUST happened to me and it’s blowing my mind!

    A Recruiter sent me an InMail on LinkedIn saying they like my background and have a position they think I’d be good for. I read the JD and responded with a couple questions about the role. They say they want to set up a call for such and such date and time (48 hour notice) to discuss with me further to which I agree and provide my contact info. They acknowledge and thank me.

    Well that date and time comes and goes.. and crickets. So I send a message asking if all is well and if they need to reschedule our call because I know sometimes meetings run long. No word back. No phone call. Total ghost.

    But they reached out to me and they chose the date and time for our call so.. yeah. I even had to push a meeting back to accommodate the time. I really do hope they are ok, and reach back out with an explanation because I’m lost at this point. Not sure if I should be concerned for their well-being or pissed at them for wasting my time.

    UPDATE: 3 days after our scheduled interview they send me a message apologizing and asking to reschedule for “today” (same day they sent the message). I agreed. They are 30 min late to the interview but I happened to be available so I took the call. Their reason for missing our first call, “poor time mgmt and tendency to overbook themself.” After the call they send me a link to the actual job description so I can revise my resume and request I take 2 assessments. Without warning And despite not having taken the tests or providing my resume I see an invitation on my calendar for an interview with the hiring mgr. I show up to the zoom call and it’s the same recruiter who starts recording my answers to a checklist of typical behavioral questions. 15 min in she glances down, gets a concerned look on her face and says she’ll need to end the interview early something came up and to please complete the assessments after which point we will reconnect. I took one assessment and started revising my resume, but honestly I have other opportunities on the table and their pay is below market so I’m just working on it in my spare time.

    Red Flag overload or should I still give them a chance?

77. AnonymousMay 22,2022 at 6:26PM UTC

    Have a look at this person’s profile and see if there are recent activities after messaging you…if so they are simply doing the usual…ghosting!

78. AnonymousMay 22,2022 at 10:58PM UTC

    I like the way you think!! On it

79. AnonymousMay 22,2022 at 6:36PM UTC

    I'm in recruiting and unfortunately my colleagues do this all the time (trying to find a new job because of this and similar stuff). We have contractors who source candidates, communicate with them, and schedule calls (all from our LinkedIn accounts) and we only take the calls.

    My guess is, the call didn't get onto the recruiters calendar, or after viewing your profile, realized you weren't as much of a fit as the contractor thought (sorry!) and didn't bother to let you down.

    So sorry about the experience and waste of your time.

80. AnonymousMay 22,2022 at 10:54PM UTC

    So normally I would agree as majority of my work is freelance contracting so usually I’m dealing with agencies. That would make sense to me. Things get missed, times confused, but this was the director of talent acquisition (internal) and the role was FTE. They found me on LinkedIn and my profile prompted their initial message so not sure what changed. But I’m pretty sure dodged a bullet because the phrase “work in a fast paced environment” appeared 2 times in a list of 8 requirements on the JD. I have over 12 years experience and met all criteria to be a fit for the role.

81. AnonymousMay 22,2022 at 10:57PM UTC

    oh and I ‘m in my mid 30’s but look a bit younger so doubt it was age discrimination.

82. AnonymousMay 23,2022 at 2:13AM UTC

    Wait you let contractors use your accounts pretending to be you at your company? Is this common? I definitely didn’t consider that as a possibility. I can see maybe using the account to source but also to communicate?

83. AnonymousMay 23,2022 at 10:00PM UTC

    I’m not sure how common it is (hopefully it isn’t!). This is my first recruiting position so I can’t speak to other companies. I refused to let them use my personal account but they use the lead recruiter and our MP’s accounts.

84. shaz1972May 23,2022 at 11:50AM UTC

    pissed for sure, I am sure they are perfectly fine. sorry this happened to you.

85. Janet ParkhurstMay 25,2022 at 10:05PM UTC

    NO excuses. PERIOD. If this is how they treat you now, as in, completely wasting your time, why would you want to join them? If a date stood you up, would you go out with him/her at a later time when he/she finally decided to contact you (most likely without apology)?

86. Vidya RajaJune 3,2022 at 8:21PM UTC

    Red Flag overload! Just steer clear and find other companies to interview with. Companies/Recruiters should be as respectful of candidates time as much as the candidates are. This could be a sign of the work culture within the company and you should be asking yourself, "Am I OK getting into an organization/team like this?" If the answer is No, then just move on.

87. Laura WestMay 22,2022 at 7:08PM UTC

    Can you imagine what an awesome company there could be if all of us dissed, ghosted candidates got together and STARTED OUR OWN?

88. AnonymousMay 22,2022 at 10:46PM UTC

    I’m down. When is the kick off meeting.

89. Grace BergeronMay 22,2022 at 10:51PM UTC

    I'm in! :-)

90. shaz1972May 23,2022 at 11:49AM UTC

    I would certainly do a better job at keeping in touch with my candidates and letting them know where they stand!! : )

    Honestly, it makes me want to work in HR so I can do a better job.

91. NessaDawn SMay 23,2022 at 2:02PM UTC

    We would ROCK!

92. Janet ParkhurstMay 25,2022 at 10:02PM UTC

    I have noted inexcusably rotten behavior in companies going on for many years, now. In a "rant" I wrote, entitled The New Rude, I basically complained about members of HR and departmental hiring managers not responding to follow-up phone calls and inquiries after a person had interviewed for an open position. I still feel that even a stiff form letter sent out to applicants whose resumes or applications didn't make the grade, is so much better than NOTHING. I've always felt the interviewing process is a two-way street; the company(ies) should be just as interested in making a good impression on talented and desirable candidates. After all, many of them can not only name their salaries--but name where they choose to work. (And THAT could be a "rude" company's competitor!)

93. Grace BergeronMay 29,2022 at 6:21PM UTC

    Very unprofessional.

    Good luck to you; may you find success very soon!