Practice what you preach

I recently had a good old chinwag with an old candidate of mine, whom I've worked with since day dot of Circuit, and he shed light on the stark reality of 'ghosting' in the hiring process. This candidate had interviewed at a top-tier company, met the hiring manager and the team, only to be met with silence.

Now, unfortunately this is something that happens, and I understand things can fall through the cracks, however this is one of the most frustrating aspects of the application process. The deafening silence that often follows.

In an industry that places such a strong emphasis on mental health and well-being, the act of 'ghosting' contradicts these principles entirely. It sends a message that the well-being of candidates is not a priority. In post-pandemic times, and with recent layoffs, where there is job insecurity and uncertainty, this disconnect becomes even more pronounced.

We can not be saying we care about mental health and then 'ghosting' the two contradict each other, hence the title of this blog.

The Circle Back Initiative is a great idea, albeit comes along with some red flags as I've seen companies with this badge and then not actually implement the initiative.

What Candidates Can Do

If you find yourself in a situation where you feel you're being ghosted, don't be afraid to send follow ups, or call the recruiter. (obviously don't go crazy) but definitely follow up, don't go on a rager as this will reflect badly on you but highlight your interest and that you potentially have other things in the pipeline (if that's the case) This not only demonstrates your enthusiasm for the role but also provides an opportunity for constructive feedback.

What Employers Can Do

For employers, it's crucial to recognise the significance of timely communication. The Circle Back Initiative, while a meaningful step, should not be something you slap on your marketing, It should be a commitment you make within your hiring process. Providing feedback to candidates who interview or apply for a role demonstrates:

1. your values, it showcases your company's commitment to fairness, respect, and professionalism in the hiring process.
2. building your brand, positive candidate experiences contribute to a narrative that strengthens your brand's reputation.
3. fostering candidate advocacy, candidates who have positive experiences, even if they don't secure the position, are more likely to refer others and consider future opportunities with your company.

I think actions speak louder than words, and to reiterate my main point, it's so important that we practice what we preach, otherwise we lose our credibility.

The importance of prioritising communication in the hiring process cannot be overstated. It's about more than just filling positions; it's about building relationships, fostering trust, and valuing the efforts of candidates. The Circle Back Initiative is a commendable step towards achieving this, but it's up to us to ensure it's not just a thing we slap on marketing, but a practice that is actually implemented. By doing so, we create a more inclusive and empathetic job market for all.