Instant Rejection

Hi Recruiters,

I hate rejection. Everyone does. I’ve been thinking a lot about how it makes me feel.

It’s the one thing that sets off a domino effect of emotions no matter how stoic I try to be.?

And, when you think about it, being in a position to be rejected once means that you’re likely in a position to be rejected multiple times, in short succession — e.g., dating, trying out for a sports team, applying to colleges, and, of course, applying for a job. Technology has exponentially multiplied this.

Each and every rejection we experience hits like a sucker punch that leaves you questioning your worth. Did you know that the same areas of the brain become activated when we experience rejection as when we experience physical pain?

It hurts!

Beyond the physical pain, it can feel like you’re mentally trapped in a relentless parade of closed doors and unanswered calls, texts, or emails, where every “no” echoes louder, gnawing at your confidence and chipping away at your spirit.

That’s where rejection really likes to take you — to a place where the ground under your feet is shaky, and you find yourself wrestling with self-doubt and wondering if you’ll ever break free from the oppressive cloud of disillusionment and disappointment.

And yet, I chose a profession as a recruiter.

It’s not lost on me that the irony of recruiting is that it’s all about rejection. It’s a strange paradox: hating rejection yet delivering it to others on a daily basis.

As a recruiter, although every resume you have to pass on and every candidate you turn away feels like a small victory in the process, we must also let these moments be reminders of the ease at which we dismiss others.

Each rejection we deliver is another closed door, another “no” that chips away at another person's self-confidence, potentially even threatening their livelihood.

The reality of rejection is that it is a continual dance with uncertainty, both receiving and doling it out, where wrestling with the same self-doubt and struggles we inflict on others is a shared experience.

The Oxymoron of Recruiting?

Today, many of our recruiting brothers and sisters have found themselves in the candidate’s seat, getting a taste of rejection on the daily.

That’s not necessarily anything new. What is new is the unprecedented level of transparency and awareness of human experiences brought to us by social media. While algorithms tend to prey on fear and anger, I think the exposure to so many other lives also triggers empathy (for better or worse).

Seeing so many struggling at once is a humbling experience and a reminder of the heartbreak that we can so easily inflict when we’re on the other side.

Those of us in that position are directly facing the void. Each rejection is a sharp sting, and each unanswered call is a reminder of our vulnerability. It’s a raw and emotional journey that turns the tables and makes us as a community painfully aware of the fragile balance between giver and receiver in recruitment.

Still, people in industries like recruiting or sales are a little more hardened than the average person. And I firmly believe that recruiters know how to handle rejection, as painful as it might be. But there’s a new alarming trend: Instant rejection.

Imagine taking the time to fill out a Workday application for the five hundredth time, and the moment you submit it, you’re immediately rejected.

How is this happening?

The Erosion of Trust

These days, recruiters and candidates — who are often one and the same — are finding it hard to trust that the jobs they see are more than just employment; they’re supposed to be beacons of hope.

Unfortunately, it’s becoming glaringly obvious that these so-called opportunities are frequently scams, sneaky tactics to build candidate pipelines, or just another way to fish in the talent pool.

This erosion of trust? It’s downright disheartening.

Why have we ventured into this trap of dishonesty?

My friend and F.R.B.R. champion Ed Han recently offered some advice: “If I reject, my ATS offers to email. I rely on a template (that I drafted). But my ATS waits 40ish hours. This way, you don't apply, then get a rejection email minutes later, which is kind of a jerk move.”

A Call to Action: Be Better, Be Human

We must do better. Recruiters and up the chain to the top levels of TA need to learn from what everyone is seeing.

Be more self-aware of the damage being done. Do what you can to improve the experience of would-be employees. Put yourself in the job seeker’s shoes. Become more human. Apply to your own jobs. Speak to candidates who were rejected. Understand the impact of your actions, and simply care.

Everyone is busy, but if you truly cared — like, actually cared — it would show, and it would make a difference for your business. Ignoring that is not a trait of laziness but an unwillingness to correct a critically flawed future.

Justin King had this to say: “The only way to understand what your candidates are experiencing is to put yourself into their shoes. As you do this, be honest in your assessment, note where you are ahead of the competition and where you have room for improvement. It is surprising how such a simple exercise can uncover major opportunities.”

Job seekers need hope, and recruiters need to understand that.

With thousands of applications and only one opening, you will always disappoint many and satisfy one. But, how you handle the thousands speaks volumes about who you are as a recruiter, who you work for, and the type of world you want to live in.

I liked Rick Kloete ’s recent words: “Recruitment is not just about finding the perfect candidate; it's about building relationships, understanding aspirations, and connecting on a deeper level. It's about creating an experience that leaves a lasting impression. And that's where the human touch comes in.”

Let’s make our world one where every interaction, every “no,” is delivered with respect, empathy and humanity.

It’s time to rise above the laissez-faire rejections and make a meaningful difference.

This is our challenge, our responsibility, and our opportunity to shape a better future for working people.

What else is happening in hiring?

• Hiring Managers Say Gen Z Careers the Worst to Manage
• Interview with Zillow’s VP of Talent Acquisition
• Why TA Pros Must Learn to Analyze Data

Aaron’s Corner

Hey, y'all. Aaron Iba?ez here. I took over writing this portion of the newsletter from Kunwar Sharma a few weeks back, but I never formally introduced myself --

Hi, I'm Aaron. ?? I'm a South Texan living in North Texas. I have a big black sheepadoodle named Batman. I help create content for hireEZ . And I want to connect with you.

We're always striving to elevate recruiter voices through our content. That means centering the perspectives of people like you who are doing this work everyday. If you would be open to sharing your unique insights on recruiting at any point in the future, let's connect!

?? I look forward to meeting you.

— Recruiters