Go * Yourself

Hi Recruiters,

As the kids on TikTok would say…storytime!!

The other day, a very talented recruiter friend of mine received a voicemail from a candidate shortly after declining them for an open role. I don’t want to name names, so let’s just call my friend Brandy.

What did the voicemail from the candidate say?

“Hey, Brandy, go * yourself.”

That was it. Pretty wild. The best part? This candidate was interviewing for a role as a recruiter! You can’t make this stuff up.

I’m sure you’re wondering, “Well, what happened?” Truth be told, not much. After the candidate applied, Brandy called them for a routine phone screen. On the call, the candidate sounded annoyed, and when asked about why they were interested in the job, they literally said it was “Hard to say.” So, after the call, Brandy informed them they wouldn’t be moving forward—standard procedure.

But that voicemail? That wasn’t just about Brandy. That person had a storm brewing long before they picked up the phone. They’ve probably been knocked down too many times and, unfortunately, Brandy was the one standing there when they decided to swing.

This scenario is more absurd than anything, but it’s worth talking about because it highlights something real: the heat we’re all feeling right now. Recruiters, it’s rough out there, and candidates aren’t exactly making it easier.

It’s like leading a horse to water, but you know what? We can’t force them to drink.

On Blast

Look, people are scared—scared of losing their jobs, of being stuck in dead-end roles, of never catching a break. Tensions are high, and people are venting like never before. Ranting about bad experiences has become part of the culture. Platforms like r/recruitinghell and Glassdoor are old news, but now the frustrations have spilled onto LinkedIn, where disgruntled candidates are putting their experiences on full display. The whole professional network gets a front-row seat, and if the algo picks it up, it’s like gasoline on a fire.

These rants don’t just sting in the moment; they leave lasting scars. Employers, recruiters—you, me—none of us is immune to the fallout. And, it’s not just the tough job market making people lash out; it’s the grueling and increasingly ridiculous hoops candidates are forced to jump through in today’s hiring process.

Forbes nailed it when they said the current interview process feels more like a reality TV competition than a job search. It’s exhausting, and people are raw.

Faulty

For the reasons above, recruiters (like Brandy) who have fallen victim to an angry candidate are usually not at fault.

It’s like the rise in crime during summer—it’s not about the heat, but the circumstances it creates. Yet, every interaction is still a reflection of your brand, and there’s usually a kernel of truth buried even in the nastiest feedback. Even “go * yourself” can serve as a reminder: Don’t listen to voicemails from unknown numbers.

But, seriously, if candidates are leaving your process feeling burned, it’s worth considering if something needs to change. If not, when the market shifts and candidates have more options, you could be left high and dry.

Do Unto Others

You know the Golden Rule. Now’s the perfect opportunity to exemplify it. Because people are hurting.

If you need a pointer on how to mitigate the odds of being put on blast, here’s sage advice that we shared in a previous issue, from @Towanda Yancy:

Deposition candidates as they apply.

For candidates that don’t make the cut, Towanda suggests leaving them with something. She shared, “It can be a resource, it can be LinkedIn groups that are part of their industry, etc. Your personal brand, and your employer brand, are at stake with every candidate interaction. Many candidates today feel they have nothing to lose — there’s not much stopping them from putting you on blast online.”

I’d like to add one other thing you can offer anyone who’s made it as far as an interview: Caring, yet direct, feedback. People are much more upset when they are left to wonder what they could have done better.

We’re not here to please everyone. But, we are here to treat people like people, even when things get tough. Finding a job is a grind—for them and for us. So, keep your chin up, keep smiling, and don’t let one bad comment ruin your day. We’re in this for the long haul, and you’ve got a whole community that gets it.

What else is happening in hiring?

• The Plight of the Modern Recruiter by Brian Fink
• Why It Might Be Time to Reassess Using ‘Ghost Jobs’
• Signs of Optimism Emerging for Recruiters: Investment in Growth-focused Training Increasing

Aaron’s Corner

Hey! Aaron Iba?ez here. I'm sure that we can all recall some pretty terrible recruitment experiences throughout our careers. I hope that when you think back, some great experiences come to mind, too.

Three weeks ago at Recruiter Therapy, I talked about a good recruiting experience I had when interviewing for my current role at hireEZ :

In the midst of a job search that left me feeling more hopeless by the day, a recruiter, Yali, landed in my inbox sharing an exciting opportunity. Thankfully, she was persistent in reaching out after I didn't respond to (at least) her first two emails.

When I finally expressed interest in the role, I shared that I was already in the process for another opportunity. Yali responded with a sense of urgency that really highlighted how hungry the team was to talk with me and fill the role. That sense of urgency made me feel how no other company I had interviewed with made me feel—valued, confident, and engaged.

Check out the clip from Recruiter Therapy here (starts at 49:45):

Thanks, Serena Yali Chen , for all your hard work and effort! It has truly impacted my future and my career.

Register to attend the next Recruiter Therapy session here.

See you next week!

— Recruiters