And fraudulent job ads should be handled the same way a fraudulent advertisement for a good is handled: you either make good and prove hiring, or you're tried for felony fraud.
Say for example, a company posts 10 job openings, fills 9 of them, but for the tenth, they don’t receive good candidates initially, the hiring manager has to go back to their leadership and negotiate a higher salary for the position, it goes through HR, they update the PD, they do a round of interviews with two good candidates, but then the hiring manager has a death in the family and takes leave, one candidate accepts a different position in that time, and then when presented with the offer, the second candidate backs out because they were expecting a salary at the higher end of the range in the PD despite having limited experience, then after 6 months and the team prepping for another interview round, the financial situation has changed and executive leadership freezes all hiring indefinitely and the job gets taken down.
Has the company made good in this case? If not, and this was an example of fraud, what is the mechanism for detecting it as such? Are there law enforcement officers actively scrubbing for possible violations? How much does that cost? Is it worth pulling a prosecuting attorney from a civil rights lawsuit over?
Or, if the company has made good, what compliance could a company do to prove that they haven’t committed fraud? How many man hours do we expect the company to spend on that compliance?
I don’t ask these questions just to poke holes, I think there would be a lot of benefits to the job market for both employers and employees if everyone applying to a job could be confident that the position was open. But I am skeptical that anyone has done a serious cost benefit analysis to determine if the juice is worth the squeeze.
I feel that as part of unemployment insurance all job postings should tie back to a canonical job position registered with the state with mandatory reporting of applications received,number of interviews conducted,date hired or date position withdrawn, and final dispensation: external hire, internal hire, contract hire, or position withdrawn.
If HR isn’t bullshitting everyone, they should have that data. State agencies and nonprofits already tract the information.
I would always get the usual "Unfortunately, we have decided..." charades. At least no ghosting.
I can think of only one situation, and it was kinda peculiar in its own right (they called me 8 months after my application because they were in a jam and I said I won't be able to start in such a short notice they wanted, and they warned me in advance they would ghost me because the HR was I presume in a crunch).
As for the ghostings BEFORE they even respond to the job application, I'd say that it is around 40% of job applications that I never get a response after "We have received your job application yada yada yada".
Again, this is just my anegdotal experience. Maybe my experience in EU job market is a rarity.
A few years later got another Google recruiter after me. Ended up getting hired in 2008.
Looked up the previous recruiter. Her last day at the company was the day she promised she would book phone screens, or the day after (can't remember exactly, this is quite a few years ago). I can only assume she was suddenly let go.
Ever since, I keep wondering how many ghostings happen because the person holding the strings disappears for some reason, and there's a lack of system to follow up on that.
This has happened to be more than once. At various points in time Microsoft has used external vendors for its recruiting/hiring pipeline (which, IMHO, is a bad idea, you want people with a vested interest in the company doing all of the recruiting and hiring...).
So yeah, working with a recruiter, wait awhile, nothing, message "oh sorry she left, but the company wants to go forward."
Ugh.
It wasn't any better when I was a hiring manager at Microsoft trying to hire people. :(
Flip side of this is I stopped giving honest feedback after I interviewed a candidate who, on paper, was a stretch for the role. They generally interviewed well but had obvious gaps in their knowledge from being self taught. At the end of the interview they asked me if I had any recommendations for what they could study up on, I emailed some suggested reading (popular tech blogs, probably something by Petzold as well) and got an angry letter back accusing me of being sexist and some other stuff.
Wait until you get an overly smug rejection letter that the author seemed too eager to write, and took too much joy in writing.
Some people love to reject, and would never miss an opportunity.
Another angle is -
If you've been ghosted, you still have not been told no. That means there's no record of you ever getting denied for the position.
(and maybe you really haven't been)
It's kinda better IMO
If you get a shitty rejection letter, you should see it as a lucky escape. A rejection burns both your bridge and theirs.
If it’s especially shitty, there is nothing stopping you publishing it as a signal to others that a recruiter or employer is wasting people's time.
Especially if you just did a coding exercise that looks suspiciously like code they might put a value on.
We've entered into an era when self-defense is more important than outdated notions of politesse. In dating, for instance, it's usually advantageous for a woman to ignore (ghost) a man she wants nothing to do with rather than reject him, to avoid the argument or retaliation that may come with explicit rejection. Too many bad actors have changed the strategy. If you can't handle ghosting, maybe you don't belong in the job or dating markets.
We should also reward and encourage positive behavior by companies.
1. Recruiter 2. Second-hand car salesman 3. Realtor 4. Mechanics 5. Lawyers
What that even means? What’s a “factual account”?! The story/events? The account you used to apply? Or what
That being said, ghosting and generic rejections are alike, usually when you don’t hear from a company within a week (or within the time you ask them when you would hear back), you know they went with someone else, going back at you after that time is a major redflag, either they are chaotic, or the other candidate ditched them in the negotiations because they don’t know how to negotiate and are looking for bargain not a skillsets.
Also, I think instead of the company only, the recruiter/HR name should be there plus the company, public shaming is needed for those individuals, maybe other recruiters are good on following up, which is not fair for the good ones while the bad ones are hidden.
A note could be a card or an email, but a thank-you note simply expresses gratitude for the interviewer’s time and attention.
And moreover, a followup will keep your name in their mind, for better or worse. Following up after the interview series may have been the trick to landing my “pandemic job” in May 2020. I phoned or emailed the recruiter, just to thank her, just to say hello, and you know what? She said “yeah actually we were gonna call you with a job offer” and the rest is history.
So, before you complain that someone ghosted you, please consider who’s ghosting whom!
Show up to the interview clothed, be pleasant and polite, show off your game, and leave it at that.
Just over a year later I received an email from another in-house recruiter at Roku, thanking me for my application but regretting that they wouldn't be going forward with it (or some such corporate-speak). Which was kind of surprising.
I did a few searches and discovered that the date they went quiet roughly coincided with a sizeable round of redundancies. I also looked up the new recruiter and found that they were new to the company and quite junior. So, presumably, their first task had been to clear-up the backlog. That year was by far the longest I've ever waited for a response to a job application.
jagged-chisel•1h ago
jedimastert•46m ago