In our previous blog post, we once again touched upon the topic of “ghosting” and why it’s a dangerous practice for candidates in the employment marketplace.
Considering how prevalent this behavior is and how the mindset behind the behavior can seep into a candidate’s overall attitude, we’re back to address the issue once again. This time, though, we’re going to provide a blueprint for an alternative course of action, one that’s better all the way around.
There are many ways that a professional can rationalize the act of “ghosting.” One of those ways is the idea that a person is simply too busy. After all, if they’re conducing a job search, they could be involved in the hiring process of more than one company. It could be two, three, or even four organizations.
Not only that, but the person is also more than likely employed, as well. So they have the duties and responsibilities of their current job with which to contend. While that might seem like sound rationale for “ghosting” and other questionable behavior, there are no good reasons for such behavior.
There is, though, another course of action that will benefit you both now and in the future.
Below are three ways to act properly during the hiring process instead of “blowing off” an employer during any stage of the process:
#1—Communicate your intentions.
If you’re no longer interested in a position, then you should communicate to the hiring authority that you’re no longer interested in the position. Sure, that might mean an uncomfortable conversation, but hey, life is full of such conversations. Trying to avoid them altogether is a futile endeavor. It’s better to “bite the bullet” and let the employer know that you’re dropping out of the process.
When you communicate your intentions, it’s better to provide reasons for what you’re doing. Once again, this might seem uncomfortable or awkward, especially if the reason is that you’re pursuing another employment opportunity. However, the hiring manager is going to want to know if their company’s process is lacking in some area, and they’ll probably appreciate the feedback so they can make the proper adjustments to improve.
This may seem like it should go without saying, but it must be said. Don’t lie simply to make the situation less uncomfortable and more bearable for you. What’s worse, telling the truth or “ghosting”? If you’re going to all the trouble of communicating your intentions and providing feedback, then you should at least be honest about that communication and feedback. If you’re not, then you still run the risk of damaging your personal brand and “burning bridges” . . . and that’s what we’re trying to avoid in the first place.
The current market is NOT a “free for all” for candidates, and that includes the top candidates. There is still a code of conduct which should be followed, and it should be followed not for the benefit of the employer, but for the benefit of the candidate.
The Doepker Group has experience placing professionals in the Information Technology and Engineering industries, and we can place you, as well.