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Hi guys,
Need help,I am joining VMware Banglore on 27th June. During interview I told them I need wfh. They said it wil be wfh this entire year. Only mistake I did was i didn't permanent wfh. I took for granted like once I join i can opt for it ( as my VMware friends had said we can opt for it)
Now the offices have started, I am scared if they call me to office , I have 14months son, not willing to leave him n go for office.
So if I ask manager to give me permanent wfh will they agree ?
I am on Bench for the past 2 months in
IBM and I got 2 interview calls but it doesn't suite my profile/requirement and my band is 6B And how many calls I can attend in IBM ? Can I wait for some more time or shall I look for other opportunities? is IBM bench is safe now a days ? IBM Tata Consultancy Infosys Accenture
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I recruit for a school and everyone that we interact with and do not move forward with gets a message. We do not utilize a fancy system like ADP or ICIMS, we simply use Indeed and it is set to send a rejection email or message after we click an x. It’s just best practice. No one likes a company that ghosts people.
Exactly this. You will get what you give. We like to treat people the way we want them to treat our clientele. Since we are in a more rural area, we may need that relationship in the future.
Why would you ghost people? If they took the time to interview with your organization, then you should have the courtesy and professionalism to send a rejection email, even if short and simple.
If you have the time to interview them, then you should have more than enough time to do that. I am in your same position and interview just as many candidates.
5/5/26 0947am
do we really care?
the application process is filtered via computer, anyway...so why place much store in what a damn computer thinks?
key words and applicant monikers seem to be the basis of the application process.
if they have blackened your name then it's a dead cert the computer and digital software is gonna reject you. irrespective of what the M. D thinks.
maybe get on to who is feeding the company or job search website information regards your persona?
Personally, I don’t approve of ghosting. These applicants take time out of their day to fill out lengthy (online and paper) application packets—and even prepare their whole lives to be hireable. And you can’t even acknowledge them?
Moreover, I thought only “the best and the brightest” recruiters and HR professionals get hired to handle the company’s business; yet, you can’t figure out how to craft a response email that acknowledges them, doesn’t sound boilerplate, and, offers some sincere indications of what the company is looking for?
Give me a break.
What you, and every other hiring agent does affects applicants, affects the availability of talent in the labor pool, and affects how customers and potential employees to think about the brand.
I thought you were hired because you’re the best of the group that applied? Doesn’t look that way to me, sorry to say.
Go get yourself squared away.
And for the others in this position, get it together. I’m not a bit sorry for telling the truth on this. You need a reality check.
There are several questions: first is why do so many recruiters and hiring agents do that? Second, if those hiring agents are so indifferent and even incompetent in carrying out basic functions, then how are they even proficient at selection of the “right” people? And third, if business leaders are unwilling or incapable of ultimately managing and overseeing that process, what does that say of them and the condition of the company in a larger sense?
You can’t compartmentalize or minimize all these things.
It sounds like you could have a better process or system utilization. I’m a high volume recruiter, and candidates that I interact with get a decline - no interaction.
Do you have an ATS like Workday, Greenhouse, Brassring, etc? If so, I would look at implementing a “candidate decline” email in the system so it takes all of 30 seconds to “mass decline” candidates.
5/5/26 as one cant be honest then i think it's waste of time. the process is less than honest so it's a dead end, of sorts.
Yeah, like the other poster said - are you doing this manually or don’t have an ATS?
I used to have bamboo HR or lever; both of which it was easy to send candidates a rejection email if they weren’t selected. Ghosting happens sometimes but to do it as a rule isn’t cool.
Also it’s a bad excuse considering how easy it is to have a template or have an ATS templates. I can understand when things get crazy you may inadvertently ghost - but it shouldn’t be your go-to process.
Is this rage bait? lol Ghosting is usually done as a bad habit not a strategy.
We always make time to communicate results of our searches with the applicants. I hope it is not a common practice to ghost candidates; they are truly appreciative of receiving conclusive information about the posting. I also hope that you do not complain about the candidates that ghost you.
That is a terrible practice, just because you are busy is not an excuse. With so much technology available there is no reason to be so rude! When you get laid off you will see how awful it is.
Yes, It's best practice and really doesn't take that long.
You should never ghost a candidate, that is the worst thing you can do to someone that is desperately looking to land a job. As previously stated, you should look into implementing a system to help with the notices. Please don't continue to ghost them.
Rejection email. Good form, better reputation. People can and will remember you and your company forever. Company Red Flags are very much as thing, just as there are application red flags. Poor professionalism and not getting parts of your job done are red flags that it's a bad company to work for. There are several red flags I can identify from this short comment alone.
Also it's recently become the law in my country to inform of hiring decision 45 days after the interview. Hasn't caused an issue: usually easy to set up as automated, and all you've got to do is remember to push a button. Honestly, if you 'don't have time' to do a part of your job, you probably aren't allocating properly.
Come on. That is not nice. We are all super busy but applicants deserve a response. If you have that attitude, I would recommend that another field may be more appropriate for you. Sometimes you have to say, what you have to say.
Workday is an amazing tool for workflow processes that would automatically send an email.
Send the rejection email! Even if you create a template and copy paste if time is sparse. everyone that interviews deserves an answer and it only takes a minute to send a generic rejection email. You would expect one if you were interviewing.
Everyone gets a message. No ghosting. Are you using an HRIS? We use ADP Workforce Now and it's very easy to click the box next to all the folks you aren't moving forward and send them a form email. I can't imagine individually emailing everyone.
Respectfully, if we are in HR, people should always be at the center of what we do. Candidate experience is not just a process metric; it is a reflection of our values.
If an organization can invest the time to conduct 8–10 interviews, it should also invest a few moments to communicate the outcome to every candidate. A simple rejection email is not just professional courtesy—it is an act of respect.
Every applicant has invested time, energy, and hope into the process. We should treat candidates the way we would want to be treated if we were in their position. No one should be left wondering after giving so much of themselves to an opportunity.
How we treat people when they are vulnerable says a great deal about who we are as professionals.
I always send an email or letter. I was ghosted 20 years ago after 3 interviews and vowed to not do that to anyone i interview
I recruit in the academic world and everyone gets a message, they also get a tentative timeline now too.
If a candidate takes the time to interview with you, they should get a declination email if you don't move forward. You could write a template and store it in quick parts in Word if you dont have a template in your ATS, assuming you are using an ATS.
In 1987 I was an out of work insurance claims manager, my company had ceased all operations in California. Over a 4 month period I applied either in person or through the mail, there was no email at the time. Out of 250 applications I only received a small handful of responses. I was hired at Fresno Community Hospital as a recruiter beginning a 35 year career in HR after 6 months of applications. I did notify candidates if they were not selected, a best practice.