Candidate hung up on me during call.. would you give another chance?

Should You Give a Second Chance to a Job Candidate Who Hung Up During Your Initial Call?

Hiring the right talent is a critical component of building a successful organization. However, sometimes a candidate’s behavior during the recruitment process can leave hiring managers puzzled. One such incident involves a recent experience I encountered with a job applicant named Sarah, which prompts us to consider whether a first bad impression warrants a second chance.

The Encounter

Approximately a month ago, Sarah applied for a position within my company. Upon reviewing her application, I found her background promising enough to proceed to the next step: a phone interview. I scheduled a call and expressed my enthusiasm for our upcoming conversation, which she acknowledged by accepting the Outlook calendar invite.

When the time arrived, I initiated the call with a cordial greeting: “Hello Sarah, this is Fair_Cod calling from [Company Name]. How are you doing today?” However, instead of engaging in the interview, I was met with an immediate hang-up. Surprised, I waited an additional ten minutes, considering she might have been caught off guard or experiencing connectivity issues, but there was no callback or further contact.

An Unexpected Follow-up

Curiously, despite this abrupt ending, Sarah has since continued to apply for other positions within our organization. This pattern raises important questions: Was the initial call a one-time anomaly? Should we interpret her earlier actions as a red flag, or could there be mitigating circumstances?

Reflecting on the Candidate’s Behavior

Acts of unprofessional conduct during the hiring process, such as hanging up, can be concerning. They may reflect a lack of seriousness, poor communication skills, or external issues affecting the candidate. However, they can also result from genuine misunderstandings, technical difficulties, or unforeseen personal circumstances.

In Sarah’s case, her subsequent applications suggest she remains interested in working with us. This persistence could indicate strong motivation or misjudged initial circumstances.

To Retry or Not to Retry?

Deciding whether to offer Sarah another chance depends on multiple factors:

• Context of the Hang-up: Was the call accidental or intentional? Did she provide any explanation when she re-applies or in subsequent communication?
• Candidate’s Follow-up Behavior: Does she exhibit professionalism in her later interactions?
• Position and Urgency: Is this role critical, and can we afford to take risks with candidates who exhibit unprofessional conduct?
• Company Culture: Does our organization value forgiveness and second chances, or is a more cautious approach preferable?

Recommendations for Employers

When faced with such situations, consider the following steps:

1. Reach Out for Clarification: Before making a decision, consider calling or emailing her to understand the reason for her initial behavior, offering her an opportunity to explain.

2. Assess Overall Behavior: Review her subsequent applications and interactions. Is she responsive, respectful, and professional now?

3. Evaluate the Role’s Requirements: For critical roles where professionalism is paramount, it may be prudent to adhere to strict screening standards.

4. Make an Informed Decision: Weigh her motivation and future interactions against the initial misstep to determine if offering a second chance aligns with your hiring philosophy.

Conclusion

A candidate’s first impression is important, but it should not solely define their prospects. While hanging up during a call is concerning, it does not necessarily preclude future success or suitability. Employers should evaluate each situation contextually, maintaining a balanced approach that considers both professionalism and potential.

In Sarah’s case, it might be wise to reach out and clarify before making a final decision. Sometimes, giving someone another chance can lead to discovering valuable talent who simply had an off moment.

Have you encountered similar situations in your hiring process? Share your experiences and insights in the comments below.

Remote work as a free candidate stealing tool

Remote Work as a Strategic Tool for Talent Acquisition

In today’s evolving work environment, the shift back to in-office work has sparked a fascinating employer strategy: leveraging remote work opportunities to attract talented professionals from competitors.

Recently, a colleague shared an incident where two employees left his company shortly after the organization reverted to a traditional five-day in-office schedule, transitioning from a flexible, two-day remote model. Initially, it seemed their departure was due to dissatisfaction with the new schedule. However, upon closer investigation, it became clear that the employees had been targeted and recruited away by a competitor offering remote work options shortly after the change.

This situation highlights an emerging trend within talent acquisition strategies. Traditionally, luring candidates from other firms required offering higher salaries, extra perks, or both. But with many organizations returning to full-time office work, some companies are capitalizing on remote work as a cost-effective, no-cost perk to attract talent—essentially offering the flexibility of remote work to entice employees elsewhere, without necessarily increasing compensation.

The implications for businesses are significant. Companies aiming to maintain a strong and engaged workforce need to consider the broader benefits and potential risks associated with remote work policies. While flexibility remains a highly valued employee benefit, it’s also becoming a strategic tool in competitive hiring landscapes.

In summary, as the corporate world navigates the renewed emphasis on in-office presence, some organizations are subtly turning remote work into a competitive advantage—using it as a no-cost incentive to lure away talent from rivals. For employers, understanding this dynamic is crucial to developing sustainable, strategic workforce policies that balance operational needs with the demands of a flexible, modern workforce.

The Problem is hiring managers

Understanding the Challenges of Hiring Managers in the Tech Industry

The hiring landscape within the tech sector often presents significant hurdles, especially for those tasked with sourcing specialized talent. Many recruitment professionals and hiring managers find themselves navigating complex issues that can be both frustrating and disheartening.

The Challenge of Niche Talent Acquisition

For those working at organizations with highly specialized or “unicorn” candidates, the recruitment process can become particularly arduous. In some cases, companies are seeking senior engineers and managers for niche roles, yet are offering below-market salaries. This disconnect frequently leads to difficult decisions, including rejecting promising candidates simply because they do not meet every listed requirement—despite the fact that sourcing these candidates is already a challenge in itself.

Misalignment Between Expectations and Reality

One common frustration is the perception of overly rigid candidate requirements. Often, hiring managers may expect candidates to possess a perfect match of skills and experience, even when the labor market outside the organization is limited. Recruitment professionals frequently find themselves in a position where they have to justify why qualified candidates weren’t selected, despite efforts to identify suitable matches.

Communication Breakdowns and Organizational Support

Attempts to bridge understanding between recruiters and hiring managers can sometimes be met with resistance or indifference. When professionals raise concerns about realistic candidate expectations or market conditions, the responses may be dismissive, complicating the hiring process further. This lack of support and alignment can contribute to a sense of frustration and stagnation within recruiting teams.

Considering Career Moves

For many in the field, prolonged challenges and organizational disconnects may lead to contemplating a transition to different roles or industries. While exploring new opportunities can be a proactive solution, it is also worth reflecting on internal improvements or organizational changes that could alleviate some of these frustrations.

Final Thoughts

The recruitment process is inherently complex, and navigating the expectations of hiring managers adds an extra layer of difficulty. Recognizing these challenges is the first step toward advocating for more realistic hiring practices and fostering better communication within organizations. Whether through internal dialogue or external career moves, professionals in recruitment must balance their passion for finding the right talent with the realities of the current job market.

Thank you for taking the time to read this reflection on the intricacies of hiring in the tech industry. Sometimes, sharing frustrations can lead to better understanding and change.

Anyone else seeing unconscionably low salaries lately?

The Surprising Decline in Recruiter Salaries: A Reflection on Today’s Job Market Trends

The current job market landscape is experiencing unprecedented shifts, particularly within the recruiting industry. As a professional recruiter myself, recently laid off and navigating the competitive terrain for over six months, I’ve observed some concerning trends that warrant discussion.

Alarming Competition and the Challenges of Job Search

The volume of applicants for open positions has skyrocketed, making it increasingly difficult for even experienced candidates to get noticed. In just a few hours, a single posting can attract hundreds of applications, overwhelming hiring teams and complicating the selection process. For many job seekers and recruiters alike, standing out has become a monumental challenge.

An Onset of Unsustainable Salary Expectations

One of the most troubling developments is the apparent willingness of some companies to offer significantly below-market salaries for qualified candidates. Recently, I’ve noticed organizations seeking to fill recruiter roles that require five years of experience at compensation levels comparable to entry-level positions.

To put this into perspective, consider the salary landscape from over eight years ago. My first recruiting role in New York paid around $50,000—a figure once considered average for the industry. Today, it seems that some companies are attempting to fill mid-level roles at similar or even lower pay rates, despite inflation and the rising cost of living.

The Disconcerting Reality

This trend raises important questions: How can companies justify offering the same or lower salaries for positions demanding more experience and skill? Is this a reflection of a broader economic shift, or are there other factors at play that are devaluing experienced recruiters?

Conclusion

As the recruiting profession faces these salary challenges, both job seekers and industry insiders must remain vigilant. It’s crucial for candidates to advocate for fair compensation and for organizations to recognize the value that experienced professionals bring to their teams. Understanding these market dynamics is essential for navigating today’s employment landscape effectively.

Disclaimer: This article is based on personal experiences and observations within the industry and aims to shed light on evolving employment trends.

Why do people accept a job and then just not do onboarding?

Understanding the Disconnect: Why Do Some New Hires Delay Completing Onboarding Processes?

In the seamless world of talent acquisition, onboarding is a critical step that sets the tone for an employee’s integration and productivity within an organization. However, it’s not uncommon for employers to encounter a perplexing phenomenon: new hires accept offers yet show reluctance or delay in completing onboarding procedures. This disconnect can pose challenges and raise questions about how to streamline and motivate timely compliance.

A Personal Observation: Varied Onboarding Experiences

Recently, I observed firsthand the differing behaviors of new employees during the onboarding phase. Among three individuals who accepted job offers within a two-week span, one individual, a retiree, impressively completed onboarding and credentialing in under a week, demonstrating proactive engagement. Conversely, the other two candidates accepted their offers but have yet to log into the onboarding portal or begin completing required paperwork.

This disparity begs the question: why is it so often a challenge to encourage new hires to complete onboarding tasks? And what factors contribute to this reluctance or procrastination?

Potential Reasons Behind Delayed Onboarding Completion

1. Lack of Urgency or Motivation: Some candidates may not fully grasp the importance of timely onboarding or might underestimate its impact on their employment process.

2. Overwhelm or Confusion: Administrative procedures can sometimes be daunting or confusing, leading candidates to postpone or avoid initial steps.

3. Timing and Competing Priorities: Candidates might be managing personal commitments or juggling multiple responsibilities, delaying their engagement.

4. Communication Gaps: Insufficient or unclear communication from HR or hiring managers can lead to uncertainty about the next steps or the importance of prompt onboarding.

5. Technical Barriers: Difficulties navigating onboarding platforms or technical issues can hinder progress.

Implications of Delayed Onboarding

While a minor delay might seem inconsequential, it can have ripple effects, including increased administrative workload, decreased employee engagement, or even potential attrition if the onboarding process isn’t effectively followed through. Moreover, persistent delays can generate nervousness about candidate commitment and organizational efficiency.

Encouraging Prompt Completion: Strategies for Employers

• Clear and Consistent Communication: Set expectations early and send timely reminders emphasizing the importance of completing onboarding steps promptly.

• Simplify the Process: Ensure that onboarding procedures are user-friendly, mobile-compatible, and free of unnecessary complexity.

• Personalize the Onboarding Experience: Personalized follow-ups can foster a sense of belonging and accountability.

• Offer Assistance: Be available to answer questions or resolve technical issues swiftly to facilitate progress.

• Highlight the Benefits: Reinforce how completing onboarding benefits the employee, such as quicker integration, access to resources, and starting their new role smoothly.

A Positive Update

In a recent case, two out of three new hires successfully completed their onboarding processes. The third individual has logged into the platform but has yet to complete the required forms. This progress underscores that with perseverance and targeted engagement, most delays can be overcome.

Conclusion

Understanding why some new hires hesitate or delay during onboarding is essential for enhancing recruitment and retention strategies. By fostering clear communication, providing support, and emphasizing the importance of completing onboarding promptly, organizations can ensure a smoother transition for new employees, ultimately contributing to their success and the company’s growth.

I hate company job websites that can’t parse your resume and want you to enter every field.

Title: Streamlining the Job Application Process: Why Automated Resume Parsing Matters

In today’s digital age, a seamless application experience is crucial for both job seekers and employers. However, many modern job portals fall short by demanding detailed manual entry of resume information, which can deter qualified candidates from completing their applications. As a professional navigating numerous job sites, I’ve observed a common pain point: the failure of company websites to effectively parse resumes, leading to unnecessary frustration and lost opportunities.

The Limitations of Manual Data Entry

Despite leveraging various resume builders and upload tools, I’ve frequently encountered issues with resumes not parsing correctly. This often results in applicants spending excessive time manually inputting data—time they could better allocate elsewhere. From my perspective, expecting candidates to re-enter comprehensive details when a well-structured resume already exists seems inefficient and discouraging.

The Case for Automated Resume Parsing

Ideally, companies should embrace and improve upon automated resume parsing technologies. This approach streamlines the application process, reduces candidate frustration, and enhances the likelihood of matching skilled applicants to open roles. By simply uploading a resume, candidates could have their information accurately extracted and populated into application fields, saving everyone time and effort.

Concerns About Application Platforms

Another common grievance involves platforms like Workday, which often require creating dedicated accounts solely to submit a resume. This additional step can be a barrier, especially when subsequent access or interaction isn’t encouraged or necessary. I believe that job portals should adopt a more candidate-friendly approach—allowing resume uploads without obligatory account creation while providing optional follow-up questions to assess suitability.

Balancing Data Collection and User Experience

While it’s understandable that employers want to gather relevant information about candidates’ experience and skills, excessive or overly intrusive questionnaires can be counterproductive. A streamlined application that respects the applicant’s time can result in higher completion rates and better-quality applications.

Moving Forward

In conclusion, enhancing the usability of job application platforms requires a focus on effective resume parsing and minimal barriers to entry. Companies that prioritize these features will likely attract more qualified candidates and create a more positive hiring experience. For job seekers, advocating for these improvements and choosing platforms that respect their time can make the job search process less stressful and more efficient.

If you’re an employer or platform developer, consider investing in reliable resume parsing tools and simplifying the application process. For job seekers, look for sites that offer easy resume uploads and low-commitment application procedures. Together, we can make employment opportunities more accessible and efficient for everyone.

Junior/Early Career Candidates Just Aren’t Interviewing Well…

Understanding Trends in Early Career Candidate Interview Performance: Challenges and Opportunities

Over the past decade, I have dedicated myself to recruiting early career professionals—those with less than five years of experience—and in recent times, I’ve observed a concerning decline in the overall quality of their interview performances. While some may consider this observation anecdotal, the pattern warrants a closer look from industry professionals, hiring managers, and organizational leaders alike.

Key Observations

1. Increasing Reliance on AI-Generated Content

Many candidates now utilize artificial intelligence tools to craft their elevator pitches and respond to typical interview questions. While leveraging AI is not inherently problematic, a notable discrepancy emerges when polished, AI-assisted responses are quickly followed by answers that are vague, rambling, or lack clarity. This inconsistency can raise questions about authenticity and preparedness.

1. Unprofessional Interview Presentation

A significant number of candidates demonstrate unprofessional conduct during virtual interviews. Instances include joining Zoom calls from shaky mobile devices, participating while on a walk, or wearing hoodies with hoods up. Interestingly, some of these candidates have been in the workforce for several years, indicating that professionalism in virtual settings may be deteriorating among those earlier in their careers.

1. Difficulties with Foundational Behavioral Questions

Candidates often struggle with fundamental behavioral interview prompts, such as describing feedback they’ve received and how they’ve applied it, outlining their daily structuring strategies, or discussing specific skills they are developing. Responses tend to be either overly artificial—likely AI-generated—or unintelligible, making it challenging to assess their true capabilities and growth mindset.

Reflections and Possible Causes

These trends raise important questions about the roots of these interview challenges:

• Is this decline inherent to the newer talent pool, perhaps due to changes in educational or professional development ecosystems?
• Are there gaps in how organizations train and prepare early career professionals for interviews?
• Should recruiters and hiring managers adapt their evaluation approaches to better identify genuine competencies amidst these evolving patterns?

Next Steps and Recommendations

Addressing these issues requires a multifaceted approach. Organizations might consider implementing targeted coaching and preparation programs for candidates early in their careers. Additionally, refining interview techniques—such as incorporating behavioral questions that are less AI-replicable or utilizing live assessments—can help better gauge candidate authenticity and readiness.

Furthermore, revisiting expectations and fostering a culture that emphasizes professionalism during virtual engagements can improve candidate impressions and ultimately lead to better hiring decisions.

In conclusion, while these observations may reflect broader shifts in how early career professionals approach interviews, they also present an opportunity for organizations to reevaluate and enhance their talent development and assessment strategies. Open dialogue and continuous adaptation will be essential in attracting and selecting the most promising talent for the future.

Candidates using AI tools during interview..

The Rising Use of AI Tools in Job Interviews: A Professional Perspective

In recent times, the landscape of hiring has evolved significantly, with artificial intelligence (AI) tools increasingly playing a role in candidate assessments. This shift prompts important discussions about authenticity, evaluation methods, and the future of recruitment.

During a recent interview for a design position, I encountered a candidate whose responses raised some questions about the authenticity of their communication. Initially, her answers appeared somewhat contrived, leading me to wonder whether I was interacting with a human or an AI-generated avatar. When asked to provide examples of her previous work, she shared her screen. However, the display froze, revealing an application interface where her responses seemed to be predetermined or selected from options, rather than spontaneous replies.

This experience highlights a broader trend: organizations and management are increasingly integrating AI tools into the interview process, both to streamline the evaluation and to address the challenge of assessing candidates remotely. Conversely, candidates are leveraging these technologies to enhance their chances, which raises concerns about the integrity and effectiveness of virtual interviews.

While AI can certainly assist in initial screening and efficiency, it also risks obscuring genuine human interaction. Many recruiters, including myself, find that in-person interviews provide invaluable insights into a candidate’s true personality, creativity, and problem-solving skills—qualities that are difficult to gauge through automated responses.

As we navigate this new era of AI-assisted hiring, it is essential to strike a balance that preserves authenticity and ensures fair assessment practices. Emphasizing in-person interviews or developing more sophisticated evaluation methods may help maintain the integrity of the recruitment process and ensure that organizations connect with genuine talent.

Ultimately, embracing technological advancements should go hand-in-hand with maintaining the human element at the core of hiring. Doing so will help foster a more transparent, fair, and effective recruitment landscape for everyone involved.

Just got laid off today as a corporate recruiter

Navigating Unexpected Job Loss: A Personal Reflection and Path Forward

Experiencing sudden job loss can be a jarring and emotionally taxing event, especially when it comes unexpectedly. Recently, I found myself in this very situation—being laid off from my role as a corporate recruiter due to a decreased demand for recruitment services within my organization.

A Surprising Turn of Events

Just days before the unexpected announcement, I had undergone my performance review, where I received commendations and a significant salary increase. This positive feedback gave me confidence in my role and the organization’s appreciation of my work. However, despite this optimism, the company’s restructuring or shifting priorities led to my role being eliminated. This abrupt change left me in shock and uncertainty about the future.

Reflections and Moving Forward

Losing a job, especially one you cherish as a career milestone or dream role, can feel disheartening. It’s natural to question what comes next, particularly in a challenging job market. In many regions, including my own, the availability of job opportunities is scarce, making the search for new employment even more daunting.

Acknowledging Support and Community

I want to extend my heartfelt gratitude for the ongoing support from friends, family, and the broader community. While I may not have the mental space to respond to each message individually, please know your words of kindness, empathy, and advice mean a great deal to me during this difficult time.

Looking Ahead

Despite the setbacks, I remain hopeful. This experience has reinforced my resilience and the importance of adaptability. To anyone facing similar challenges, I encourage perseverance and a proactive approach to exploring new opportunities. The road ahead may be uncertain, but with determination and a positive mindset, I believe better days are ahead.

Final Thoughts

Job loss, while difficult, can also serve as a catalyst for growth and reevaluation of career goals. I am committed to navigating this transition with optimism and to leveraging my skills and experience in new and exciting ways. To all those in similar situations, I wish you strength and success in your pursuits. Stay resilient, and remember that change, though challenging, often opens doors to new possibilities.

If you do this, I will never hire your agency.

Why Dishonest Recruitment Practices Will Cost You Business: A Cautionary Tale for Agencies

In the competitive landscape of talent acquisition, professionalism and integrity are paramount. Recently, I’ve encountered a troubling trend among some third-party recruiting agencies that threatens to tarnish their reputation and jeopardize future collaborations.

The Issue: Misrepresentation and Spam in Candidate Outreach

A growing pattern has emerged where recruitment agencies send unsolicited resumes—sometimes via email, other times through fax—posing as genuine candidates interested in roles within my company. When I respond to these communications, I often find myself met with generic auto-replies that are, frankly, unprofessional and intentionally deceptive.

For example, these auto-responses typically read something like: “Sorry, I’m no longer seeking employment. [Recruiter Name] from [Agency] has helped me secure a great opportunity that I’ll be starting soon. Feel free to contact [Recruiter] for similar candidates!”

This approach raises several red flags.

Why Such Tactics Are Problematic

1. Lack of Transparency: Implying genuine interest from candidates when they have no knowledge of the outreach is misleading. It portrays a false sense of credibility that can deceive potential clients.

2. Spam-Like Behavior: Sending mass unsolicited resumes, coupled with automated responses, suggests a spray-and-pray approach that diminishes the professionalism of the agency.

3. Damaging Trust: If clients or prospective partners discover these unethical practices, it undermines trust and casts doubt on the agency’s legitimacy.

The Consequences of Dishonesty

Engaging in deceptive practices may offer short-term gains but ultimately leads to long-term damage:

• Loss of Business Opportunities: Clients value honesty and transparency. Agencies that rely on false representations risk losing current and future contracts.

• Reputation Risks: Word spreads quickly, especially in professional circles. An agency known for misleading tactics will struggle to build a reputable brand.

• Legal and Ethical Implications: Misrepresentation can have legal consequences, especially if it leads to contractual disputes or breaches of ethical standards.

A Better Approach: Demonstrate Value Honestly

Instead of resorting to unethical tactics, agencies should focus on:

• Building genuine relationships with clients and candidates.
• Presenting real, verified candidates who are genuinely interested in roles.
• Providing transparent communication that emphasizes your agency’s strengths and unique value propositions.
• Developing targeted outreach strategies that respect both candidates’ and clients’ time and credibility.

Conclusion

If you’re a recruitment professional or agency striving for long-term success, integrity should be your guiding principle. Dishonest practices, such as faking candidate interest or spamming potential clients, not only damage your reputation but also jeopardize future partnerships. Embrace transparency, demonstrate genuine value, and build trust—these are the keys to sustainable growth and professional excellence in the recruitment industry.