Ever Been Ghosted by a Recruiter? Here’s What You Should Do
Last year we looked at why it’s never a good idea to ghost your recruiter. As well as potentially damaging your reputation, it’s also disrespectful and says very little about your character.
But what should you do if your recruiter ghosts you? Is this something you should accept, or should you quickly make tracks and find a better one?
It isn’t typical for good recruiters to ghost candidates, but it definitely happens. They may do it for any number of reasons, such as:
- you have been unsuccessful in your application(s)
- they haven’t found a suitable position for you
- they are extremely busy
- poor training or systems / processes
However, none of these are a valid excuse for leaving candidates or applicants in the dark. It also reflects badly on the recruiter, and the company they work for.
How your recruiter should act
If you are a candidate (i.e.: you apply for a specific role and the recruiter is the main point of contact), you should always be told the outcome of your application.
Recruitment goes both ways – and even if a recruiter needs to review 50 candidates for a role and you don’t make the cut, they should at least email you to say this is the case. This lets you move on and apply for other roles, reach out to the recruiter for feedback and to ask if there are other roles available that you could be potentially suitable for.
Ghosting candidates is the fastest way to develop a poor reputation as a recruiter, and in a small town like Canberra this can have damaging effects. No candidate wants to do business with someone they don’t like, and every candidate has the potential to one day be a future client.
Don’t take it personally, but do take action
If you have applied for a role and haven’t heard back for some time, don’t be afraid to reach out and ask what’s happening.
Ideally, you want to have 3 points of contact for your recruiter:
- direct line
Try all 3, and if you don’t hear back within a reasonable time frame then it’s time to look for a new one.
To find a new recruiter, one you can trust to treat you with respect and communicate clearly, you can ask friends or colleagues who have recently been through a recruitment process. If they worked with a recruiter they liked, ask for their details and reach out for a chat. Personal recommendations from positive experiences are a great way to sort through all the recruiters out there and only work with the best.
I often receive calls from people who have been recommended by a client or former candidate. Even if I cannot help in their particular line of work, I will always try to refer them to someone who can.
This same level of respect applies if I see a candidate constantly applying for roles and being unsuccessful. I will always pick up the phone and have a conversation with them about where they may be going wrong, or what types of roles they should apply for that align with their skills and experience.
Even though you are the one seeking work, your recruiter’s role is to bridge the gap between you and the organisation that is hiring. So you should never feel too embarrassed to reach out and ask how things are tracking.
At the end of the day, ghosting anyone for any reason is cruel. If it’s happening to you, don’t stand for it. Find a recruiter who has your best interests at heart and give them an opportunity to do right by you.