The candidates are “shadows”, which is in fact a fair play

In a strange demonstration of sympathy, one of the online recruits stood with the candidates whose “ghost”. I responded mailFrom a boutique recruiter, he describes the “new direction” for candidates who disappear after a positive phone screen. But instead of blaming job seekers, the recruiter refers to his finger directly to companies that evoke employment nightmares.

It is clear that the feelings resonated, as it brought together more than 7,000 events and nearly 300 comments from the agreement and communication at R/Recruiting Subreddit.

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The original poster did not withdraw any punches in diagnosing the problem. They described customers who demand sections of five clips, complete with personal tests and unpaid presentation projects for a beginner level. The recruitment has saved a special contempt for the exercise of blocking salary information until the final stage, noting that “it may affect the decision -making. As if people do not have bills to pay it,” they wrote.

Confess with absurdity, make them doubt their career. They wrote: “I spend 15 hours a week chasing people who decided to life very short for this bachelor.” “It makes me wonder if I want to be in this industry anymore because everyone is losing now.”

He was a newly working student to give up the story that also clarified the original recruitment point. Although they finally accepted a full -time offer after searching for more than a year, when another company was conducting another interview for an hour at 5 am, the diplomatic candidate usually wrote and wrote, “I was tired of jumping from the consumption and being” Master “for these places only to ghost me anyway.”

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The Comments Department has become a forum for those familiar with the industry for venting and suggesting solutions. The most clearly formulated response provided, albeit radical. They wrote: “If the customer throws obstacles that make it impossible to transfer the candidates to the finish line, then it is time to launch them.”

The original poster agreed, sharing that their company did so exactly earlier in the year. “The interview process was literally taking two months to the entry level roles and asked why everyone left by the third week,” OP wrote. “It was a difficult invitation, but our team’s internal morale rose after we separated from the roads with them.”

Other recruits have echoed the feeling that transparency is not negotiable. “If you cannot tell the candidate about the payment scope in the first call, you must be ashamed to contact them in the first place,” read one of the best response.

One commentator noticed anxious their own dilemma, in response, “A man, I hope we will shoot at customers who make the process a path of an obstacle. The problem is, we will not have any customers.”

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One of the most studied responses came from a recruiter who suffered from the operation by the candidate after the demobilization of the workers. They described the point of collapse in working in a “discount” poetry system: more focused on “finding reasons for saying not to find good matches.”

After a professional evaluation and a new role decreased, they had a diver feast. They wrote: “The great revelation was that I am flourishing in confidence -based cooperative situations, but I completely closed in the environments built about doubts and preserving the gate.” Now, they approach the recruitment differently, focusing on “building relationships, not removing weeds”, and reporting the rate of leakage “perhaps 70 % less.”

The viral post is a blatant warning to employers. Even on a high competitive day Labor marketA cushioned employment process, not just a discomfort. It can let the higher talents move – without courtesy courtesy.

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