Talent Searching - Be A Pro

Quite a unique job market we are in. I have been in the placement industry since 2006 (1993 if you count Navy Recruiting) and my boss since 1989. Construction is booming unlike it has in a long time and that brings a supply/demand push-pull with candidates and companies looking to ‘select’ good candidates. On the candidate side, most people we talk to are truly looking to change/improve their current circumstance (geography, salary, project type, upward mobility). But some candidates just talk to a recruiter and/or HR in a company to test the market and unfortunately somewhat play games. After a couple of initial conversations or an interview, they ‘ghost’ everyone and just do not respond. I would say if you have no interest, be an adult and respond and do not leave people hanging. 

On the HR side, most are very helpful professionals and wear many hats in addition to the talent selection for the company. I ran an HR department at a $200 million company for a while and realize the many things they do. But the ‘ghosting’ sometimes is on the company side too. I have seen companies in past that have terrible response and follow up. HR department employees that never return calls or emails. Then, crunch time hits and they are in crisis mode. I deal with Presidents and VPs of companies that do $500 million a year and they in most cases are the most responsive ones. May be that is how they got to where they are.

I think it boils down to this. Most people in this market that are good at what they do are working. And it is tedious to interview with a prospective new company while employed. It takes mental energy for some to change from an employer that you may always admire and appreciate even though you realize a change may be a good move. Logistically, it is rough to take time from work to visit other companies. If we all remain responsive, professional, and confidential everything works a lot more smoothly.