How video shortlists can combat recency bias in recruitment

“Ghosting candidates is not efficiency - it’s emotional laziness dressed up as being busy.’” Met a friend recently - he was thrilled after landing an interview with one of the big firms. Prepared like crazy. Nailed the conversation. Waited… and waited…………. Guess what happened next? Nothing. No feedback. No rejection email. Just silence. We talk so much about #candidateexperience, #employerbranding, and #culturefit - but where is the basic respect in not even letting someone know where they stand? I get it - TA teams carry a lot on their plate. Managing multiple roles, demanding timelines, and endless coordination is not easy. But if we can send 5 reminders before the interview, we can surely send one message after it. I am not saying every candidate needs to be selected. But every candidate deserves closure. Let’s stop normalizing ghosting. Respect is part of recruitment. #Recruitment #Hiring #WorkEthics #TalentAcquisition #CandidateExperience #DoBetter

I recently took some time to think and reflect on one of the most common challenges we face in recruitment and one that can be discouraging for both recruiters and clients when a candidate doesn’t show up for a confirmed interview. At first, it may seem like a lack of professionalism, but when we look closer, the reasons are often more complex. After observing several cases, here’s what I’ve noticed: 🔹 The candidate loses interest or accepts another offer. 🔹 They feel unprepared, anxious, or unsure about the opportunity. 🔹 There are communication gaps. We can’t control every factor but we can improve the experience by: ✅ Strengthening pre-screening to confirm genuine interest. ✅ Communicating clearly and sending timely reminders. ✅ Providing coaching and encouragement before the big day. ✅ Tracking and analyzing no-show patterns to identify areas for improvement. At the end of the day, recruitment isn’t just about filling roles it’s about building trust, managing expectations, and creating a smooth experience for both candidates and clients. #Recruitment #TalentAcquisition #CandidateExperience #HiringProcess #RecruitmentStrategy #JobInterviews #HumanResources #RecruitmentInsights #ProfessionalGrowth #RecruitmentTips

Recruiters, HR teams, and hiring managers — this one’s for you. If a candidate has taken the time to prepare, show up, and give their best in an interview, the least we owe them is feedback or closure. Silence after an interview — no email, no call, no update is not just unprofessional; it’s disrespectful to the effort candidates put into the process. ✅ It takes minutes to send a polite update. ✅ It builds trust and preserves your company’s reputation. ✅ It shows empathy and professionalism. We talk about employer branding and candidate experience, but ghosting after interviews destroys both. A simple message like: “Thank you for your time. We’ve decided to move forward with another candidate, but we appreciate your interest and effort.” can make a world of difference. Normalize respectful communication in recruitment. Every candidate deserves to know where they stand. #Recruitment #HiringEthics #CandidateExperience #HRLeadership #Professionalism

I came across another post on Reddit about a recruiter or HR staff who invited a candidate for an interview and honestly, I felt bad for the candidate. According to the story, the recruiter asked the candidate to come on-site and personally hand over their résumé for review. But isn’t the first rule before scheduling any interview whether on-site or virtual is to review the candidate’s résumé first and check if their skills actually match the job requirements? Apparently, this irresponsible recruiter didn’t do that. Instead, they read the résumé right in front of the candidate and then said, “The interviewer has a meeting.” Seriously? The least they could’ve done was provide constructive feedback explaining why the candidate didn’t meet the qualifications. But even then, it was still wrong to ask the candidate to come in without doing a proper résumé screening first. Let’s just say that recruiter was being careless and not even checking with the hiring manager or interviewer if they were available that day. I genuinely felt bad for the candidate. Imagine spending money and time traveling to the office, only to be told something as unprofessional as that. Who knows how far the candidate came from or how much they spent on transportation, right? To that irresponsible recruiter, here’s my only advice... Don’t be too full of yourself. There are far more competent and experienced recruiters out there who actually respect people’s time. #RecruitmentEthics #TalentAcquisition #RecruiterLife #HRCommunity #CandidateExperience #RecruiterTips #HiringBestPractices #JobInterview #RespectInRecruitment #RecruitmentFails #LinkedInCommunity

Make the application process simple. If an application looks too cumbersome, that will dissuade candidates from seeking work with you. Consider using a brief application for screening purposes, which should cover the questions you immediately need to know. As candidates progress, you can then have the finalists complete a more thorough application. Be on time. Being kept waiting for an interview can be nerve-racking for candidates and can also be interpreted as a sign of rudeness. I’ve personally experienced this, and when I was offered the job, I turned it down. I figured if my would-be boss was too busy to interview me, he’d never have time to train me. If you’re running late, call or text the candidate to give them a heads-up. Offer them the option to reschedule if needed. If you always seem to be running behind on interviews, space those meetings out! Remember, it’s your behaviors that matter. Not your intentions. Don’t blow it by being the manager who thinks their time is more valuable than someone else’s. #recruitment #hiring #selection #employerbranding #employeeexperience #hr #timemanagement

🚫 Ghosted Again? Let’s Talk About Why It Happens… Every recruiter’s been there — great candidate, solid interview, strong follow-up… then silence. No reply. No update. No closure. Here are the 3 main reasons candidates disappear during the process — and how to stop it happening 👇 ⸻ 1️⃣ Lack of Connection When candidates don’t feel a genuine human link, they drift. 💡 Fix: Personalise your communication — mention specifics from your last chat and keep the tone conversational, not corporate. ⸻ 2️⃣ Slow or Confusing Processes The longer you take to respond, the faster they move elsewhere. 💡 Fix: Streamline your steps, set expectations early, and communicate timelines clearly. ⸻ 3️⃣ Fear of Discomfort Some people just hate saying “no,” so they vanish instead. 💡 Fix: Give them an easy way out — “Totally fine if this isn’t the right fit right now — just let me know so I can update my notes.” ⸻ 💬 Ghosting doesn’t always mean rejection — sometimes it’s indecision, overload, or poor communication flow. Keep it fast, keep it human, keep it real. #DKR #Recruitment #HiringTips #TalentAcquisition #Ghosting #CandidateExperience #HiringProcess #RecruitmentEcosystem #DavidKennedyRecruitment

Every “no” from a candidate is feedback on your hiring process. Are you listening? I was chatting today with a highly sought-after candidate who’d been through several interview processes direct with companies (not through a recruiter). Here’s what she said to me: “Half the time I don’t even know where I stand. No feedback after the interview, no context, just left wondering for days.” This conversation really reinforced what I see every day in the market. Candidates aren’t just saying no because of money or title or flexibility, they’re walking away because: The process drags on too long Communication feels cold or inconsistent They don’t feel respected or valued I spend a lot of time helping my clients tighten their hiring process, not to “close the placement faster,” but to make sure everyone wins. Everyone wants to attract great people, but sometimes the message just doesn’t land. I've said it many times before, the best candidates have options. When you create an experience for them that feels genuine, respectful, and clear… they’ll choose you every time. 😁 #recruitment #hiring #candidateexperience

The Hidden Cost of Ghosting Candidates 👻 Have you ever found a great candidate… only for communication to fall off after the interview? You’re not alone—75% of job seekers say they’ve been ghosted after an interview (Indeed, 2023). What many hiring managers don’t realize is that every unreturned email or missed update can create a ripple effect—hurting your employer brand, reputation, and ability to attract top talent. In today’s competitive market, how you communicate matters just as much as who you hire. 👉 Read our latest blog to learn why ghosting candidates can cost more than you think—and how to build stronger communication practices that elevate your hiring experience. https://buff.ly/QEs8DOU #MercerBradley #Winnipeg #Manitoba #AccountingRecruitment #EmployerBrand #HiringTips #RecruitmentInsights #HR #TalentAcquisition #CandidateExperience #CommunicationMatters #FinanceHiring

📢 A Quick Note to Recruiters & Hiring Managers: In the world of hiring, the post-interview silence—often called 'ghosting'—can be tough on candidates. We put significant effort into preparing and interviewing, and while a 'no' is never easy to hear, a clear answer is always appreciated. If you've been in touch with a candidate, please consider the impact of a simple, timely update. Closing the loop shows respect for the candidate's time and effort. The post-interview limbo is a unique emotional space: that mix of heightened hope and the creeping fear of being 'ghosted.' Every time I check my email, a small part of me expects the message. While I understand things get busy, a brief update—even a simple "we're still reviewing"—can make all the difference. Candidates don't expect instant answers, but we do hope for transparency and respect for the time we invested. Can we collectively agree to retire the term 'ghosting' from the hiring process? Leaving a candidate in silence after an interview is disappointing. A clear 'no' is always better than an unspoken one. Close the loop. It's about professional courtesy. Let's make the job search process a little more human. #Recruiting #CandidateExperience #Hiring #RecruiterLife #TalentAcquisition #Respect A Word of Encouragement: It is worth expecting a news update because good companies and good recruiters follow through. If you don't hear anything, take it as a reflection of their process, not your worth. Keep applying, and keep your hopes focused on companies that value your time. Would you like me to help you draft a direct follow-up email to the recruiter for the position you interviewed for?

💡 Beyond the Interview: Seeing the Whole Picture Most people think recruitment is about filling a vacancy. I see it as building alignment. When I accompany a client through the hiring journey, it’s never just about choosing a candidate. It’s about seeing how this person will fit, adapt, and elevate the entire ecosystem; so the business can focus on what truly matters: growth, innovation, and strategy. Every interview is an exploration; of what the candidate brings, and of what the organisation is ready to become. That’s why I often ask the tough questions: 💬 How will this person adapt to your culture? 💬 What space are you creating for them to perform at their best? 💬 Are we hiring for a job, or for potential? 💬 Are we repeating an old pattern that once held the business back? 💬 Are you ready to delegate and trust? Because recruitment isn’t a checklist. It’s a mirror. It reflects how far your business has come, what you value, and how ready you are to grow through people. ✨ It’s not just recruitment. It’s alignment. #HRConsulting #RecruitmentWithPurpose #TalentAlignment #MetaCoaching #LeadershipGrowth #LyghtInfinitum #PeopleAndCulture #BeyondTheInterview