What Job Hunting Taught Me About Loyalty, Ghosting & Second Chances

Contrary to what people think, Recruitment is a tough gig.

Recruitment isn’t just about hiring, it’s an emotional rollercoaster. I’ve celebrated the thrill of placing the perfect candidate, only to face the sting of rejection the very next day.

But one lesson has stuck with me throughout my career: recruitment is about people. And how we treat people matters....

"Treat others like you would like to be treated"

My headmaster at primary school always taught us at assembly to "treat others like you would like to be treated" and almost 40 years later, I still like to work to this ideology.

You see recruitment and talent acquisition is a people business. I have always taught new recruiters and mentees I've worked with over the years, to treat others like you would like to be treated in the hiring process, namely, put yourself in the candidates shoes.

If the hiring process frustrates candidates, change it. If it’s broken, fix it!

Over the past ten years in the Energy sector, I’ve seen many talented counterparts based locally, nationally and internationally looking for alternative employment due to the workforce fluctuations caused by factors such as market and political uncertainty.

Companies should handle these situations with sensitivity and care. Many of these employees have worked hard, only to lose their job through no fault of their own. How a company treats them in that moment impacts its future ability to attract and retain talent..

That principle, treating others as you’d like to be treated, applies everywhere - especially in recruitment. Yet, in today’s job market, where energy sector layoffs have become all too common, I’ve seen companies forget this basic rule.

Do Companies TRULY value people?

However, what I've noticed especially over the last five years, especially in the post-COVID era, is that workplace behaviours have changed for the worse.

Companies will always showcase their values in their corporate brochures, inductions and websites. More often than not there will always be a variation of "valuing all people" but do they truly value all people or are we all merely a number now more than ever?

Finance teams play a key role in cost management, but do they always consider the long-term value of retaining key talent? One post I read recently put it as follows: "They know the cost of everything but the value of nothing." Finance teams are often tasked with cost-cutting especially in the current climate, but how often do companies weigh the real cost of losing great people against a simple salary figure on a spreadsheet?

Loyalty goes both ways...

Yet, while companies talk about loyalty, it’s a two-way street. I’ve heard many hiring managers say, 'She’s moved around too much,' or 'He hasn’t been in the industry long.' But in today's market, with so much instability, shouldn’t we be asking: How have companies shown loyalty to their employees?

With the market more volatile than ever, companies must realise that loyalty is a two-way street and employees need to feel that their employer genuinely values their input and output. Fair enough there will be events that will be outside both parties control but when the employee and employer have that mutual trust and respect, the magic happens.

The power of your network

I was told early on by my dad that having a strong network, good education and strong work ethic will put me on the road to success.

I recognised that a strong network is essential early on and that's one of the reasons I set up the Aberdeen Young Professionals network in 2009 to help others build a support network round them.

This can be particularly useful when you are also on the job search.... a support function to help you through the darker times when you are on the job search and also make recommendations/introductions for you.

Ghosting... The career killer....

Ghosting has become a troubling trend in recruitment and networking.

I’ve heard from countless contacts over the years who have reached out to people in their network, sometimes for advice, sometimes in response to a job lead - only to be met with silence.

But what’s worse? When someone reaches out to them first, expresses interest in speaking, and then disappears and won't respond to calls or emails.....

Why do that? If you’ve changed direction or the opportunity is no longer available, just be honest. A simple message takes seconds but shows respect. Leaving people hanging damages relationships, and in a close-knit industry like the energy sector, reputations, both personal and corporate, are built on trust.

For job seekers, the search is already an emotional rollercoaster. Many are dealing with redundancy, uncertainty, or even toxic work environments. Being ignored after what seemed like a promising conversation only adds to their frustration, self-doubt, and stress.

I recently found myself on the receiving end of this behaviour during my own job search. After initial enthusiasm from the other party, it went silent. Naturally, doubts crept in: Was it me? Did I say something wrong? Why are they no longer interested?

But here’s the truth: if someone ghosts you after initiating contact, that says more about them than it does about you. If this is how they behave in a hiring process, imagine what working with them would be like. In many cases, you’ve dodged a bullet.

So, if you’re on the receiving end of ghosting, don’t dwell on it. Instead, lean on your real network, the people who show up, respond, and support you through both the rejections and the wins.

They are the ones who matter!

Second Chances and Moving Forward....

Second chances.... when you have had a really poor experience in your last job, that has challenged you mentally, emotionally and more - you will question yourself.

You will question your worth and you will question your ability, but remember - never deviate from the values you hold dear and continue to search for that elusive employer (and manager) that aligns with your own aspirations, values, recognises your worth and appreciates it.

Final thought...

You work circa 40 hours of your week... so make them count and if you’re on that rollercoaster right now, hold tight. The right opportunity, and the right people, are out there.

Stay true to your values, and you’ll find your place.

#Recruitment #TalentAcquisition #Jobs #Hiring