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I am currently recruiting for a number of critical roles at START Treatment and Recovery Centers in NYC .
workforcenow.adp.com/mascsr/default/mdf/recruitment/recruitment.html?cid=c58607d4-2b95-4715-834d-b3deab740f49&ccId=19000101_000001&type=JS&lang=en_US
Please feel freeto call me at 718-260-2940 or email at wmohammed@startny.org to discuss these opportinuites.
Cognizant talent acquisition team is has given in Candidate Information sheet to fill before HR round.
There, they've asked me about current salary and expected salary.
No column has been given for offer in hand.
I donot want to right the expectation in sheet and want to discuss that with HR only.
What can I do?!
Ding Dong it’s gone! Let 2019 be our happier year.
Coach
Anyone in Miami at Art Basel this week or next?
Additional Posts in Advertising
Any non-EU creatives made the move to London?
Rising Star
Ding Dong it’s gone! Let 2019 be our happier year.
LinkedIn should make this a part of their user interface.
Green dot: “Replies quickly”
Yellow dot: “Replies slowly”
Orange dot: “Selectively replies”
Red dot: “Rarely replies”
Ghosting can be a part of a rating system.
Doesn’t ghost: ★
Considerate: ★ ★ ★ ★ ★
Prompt replies: ★
Helpful: ★ ★
(In this example, this super-nice recruiter is actually not that great.)
They could probably make it relative to how often you log in.
Lol. I’ve thought the same thing is needed for CDs.
For the recruiter thing, I just try to see it as an indication that they aren’t someone you want to work with. If they ghost, they may as well be a ghost. I focus on the ones who reply, follow up, and can be relied upon.
Yeah, but there’s only one way to find out. And if someone isn’t getting back to me, I distract myself by going after other opportunities. Maybe I’ve been ghosted so many times that it no longer spooks me. (Rimshot! That’s it for me folks. Tip your waiter, call your mother, and don’t mix up the two.)
It’s the most insane thing I’ve seen that occurs frequently now. I have a friend that’s been looking for a while and it happens often. How hard is it to make a quick call or send an email
Rising Star
What exactly would doing that change? They’re still the gatekeepers.
Only if you believe it.
Nice! Let’s shame them into being decent human beings
My guess is that she hasn’t had luck scheduling time with the hiring manager. That means only that. But what is she supposed to tell you? Option 1: The hiring manager has ghosted her? Option 2: The company is disorganized? She’s probably embarrassed to say she hasn’t made any progress on her end. This sounds par for the course these days. Your options are: 1) Put it out of your mind/move on until something happens or 2) Just be patient and accept that it will move slowly. A watched kettle never boils.
Well funny coincidence—I finally got a reply this morning saying she’s still waiting for feedback from the hiring manager who’s been swamped. Good intuition on your part!
WNW has an average response time metric. Could be something like that weighted against the number of emails received.
I had a recruiter from Weber no show for a call she set up. I didn’t really want to talk to her, but it was weird.
I see a lot of complaining about ghosting by recruiters, but how many of US have ghosted ex-colleagues after they were cut? How many of US ignored or took weeks to respond to someone we used to be friends with (or at least work friends) who reached out looking to network or freelance?
Bad recruiters are quite up there with bouncers in my book.
Firstly you should see the amount of applicants we are getting right now. And the amount of people that are completely unqualified for jobs but apply nonetheless still sometimes surprises me. But I agree it sucks and we should all try to do better.
We’ve just done some extensive DEI training and as recruiters we need to be particularly aware of how and where we look for candidates. It’s important to open up job posting so you can get a broad range of applicants. I recruit extensively off LinkedIn but for some positions it’s still really hard to find the right mix of experience. If you know of any account supervisors with deep experience in email marketing, please send them my way. They are in high demand right now.
Your idea really intrigues me, OP.
How about this:
You and your like-minded friends create a Recruiter Rating database. Recruiters will be ranked from 1 to 5 with 1 being Best. (I like your idea about the lower the better!) But, in order to rate someone you cannot remain anonymous. You have to post your real name and (what the hell) your portfolio for every recruiter you rate.
Seems reasonable, right?
By the way, based on your comment about recruiter response times to job openings, you weren't ghosted. You were ignored. Maybe it was because you weren't right for the role or maybe due to the excessive volume of applicants your application/portfolio wasn't even seen.
If you were interviewed by phone/teams/zoom/in person by recruiter and Creative Director/team and then ignored after a couple of attempts to reach the recruiter, then yes...you were ghosted and that fucking sucks and gives us all a bad name (or bad rating).
If you applied for a job along with 200 other people and that recruiter has 10 other roles they're filling, that's A MILLION PEOPLE you want a recruiter to reach out to. It's just not realistic.
p.s. I know 10 x 200 does not equal a million, but you get my drift.
Rising Star
CM1.
Being ignored makes it better? Why are you defending shitty behavior. You send out x number of emails. You should get x number of responses. Even colleges send every applicant a letter whether they got accepted or rejected. How about you guys create an automated system to send people rejection letters because the lot of you are too much of a coward to follow up with people regarding a job they may or may have not passed other opportunities for.
I had a recent experience that I have a feeling may be approaching ghosting territory: Submitted an application online, got an email from the internal recruiter asking for a call and had a great interview with her last Thursday. We had a good rapport and she gave several indications that I was checking the boxes. My salary ask was slightly higher than their budget (my low end was $5K above their high) but she said she still wanted me to talk to the hiring manager as she thought my experience was a great match. She was going to check availability and get back to me with some times for this week. I emailed a follow up thank you an hour after the call. I didn't get a response, which I thought was a little odd but not a huge deal. Sent another follow up yesterday asking if she had any updates on scheduling the next interview and...nothing. I know it's only been a few days but I'm starting to think this might be a dead lead mainly because she seemed so eager and communicative on the phone and scheduling the first call. Would love any insight as to why a recruiter might not give the courtesy of a response after telling a prospect they wanted to move them to the next step? Even if it's to say they decided to go a different direction.