Introduction paragraph – Employment has become an indispensable part of survival. However, layoffs can be seen often in the pandemic, which has affected the professional life of the employee and the organization. Getting and giving a job have become one of a task for the recruiter and candidate respectively. Many online job portals are helping them in finding suitable candidates and careers. Today’s topic- Why recruiter does not respond after the interview?
When there is no effort of reverting or communication from the other side, it is referred to as ghosting. Ghosting is hurtful and highly disrespectful to every being, which implies not being a good communicator. In addition, it creates a negative impact on the company’s employees, and they feel unworthy of the role applied. Here are some primary reasons why recruiter doesn’t revert after an interview:
Reasons why recruiter doesn’t revert after an interview
- Criteria
The recruiter’s job is to hire the best candidate for the job role at the lowest pay possible and quickly as they can. Thus, they already set criteria for hiring candidates as an employee, and if you don’t fit into their standards, they are most likely to ghost you.
- Better candidate
The hiring competition is very high depending upon the job role you are looking forward to working too. Therefore, many eligible candidates can be a better fit in the recruiting criteria than you.
- Negotiation
There might be some time where you walk into the interview, ace it, and expect to hear back from them, but you won’t. This may be because the negotiation of the pay scale can create an impact of you being demanding rather than assertive.
- Procrastination
Sometimes the recruiter may quit the company or procrastinate, which ultimately can lead to ghosting.
- An influx of internal referrals
Even after having a great conversation with the recruiter, they fail to call you because they might be targeting someone within the company for the role.
- Poor recruiter
The recruiter might not have done their job well, and they might feel overwhelmed.
- A passive candidate
The recruiter might be looking for a more active and enthusiastic candidate over a passive one. So if you were stagnant over assessment, you are not getting any calls.
How to cope up with ghosting?
- Build a good relationship
If you are confident about acing the interview, try to reach out to them. For example, they might have left the job or are on an extended vacation, or keep yourself updated about the company’s whereabouts and try to build a good relationship with them.
- Keep updated for future job roles.
Keep researching job opportunities in your domain in job portals or keep yourself updated about the company you desire to work for. Many companies tend to create candidate profiles where you are notified of any job opportunities are posted.
- Practice effective communication
If your negotiation has led them to ghost you, try practicing more effective communication with your friends and family. This will not only help you in interviews or workplaces but also in your everyday life.
- Resilience is the key.
Always stay humble to yourself; everyone has faced quotidian rejection. Therefore, it is an excellent time to show and learn from your mistakes and work more on your skills.
- Learn new things
Keep learning new things. Recruiters are captivated by the one who is keen on multiple items.
But before facing an interview and jumping directly into why the recruiter ghosted you, it is salient to know what they were looking for in the candidates. Thus, here are some vital skills that you should attune to get placed and achieve your dream goal :
- Interpersonal and communication skills
It is essential to be able to convey information, either written or verbal, appropriately.
- Decision making and problem-solving skills
This defines how you can identify the problem, find solutions individually or in a team and implement them to address them.
- Creative and critical thinking
Creativity and critical thinking solely focuses on the distinctive and new solutions or generating exotic ideas and the capability to discover further information and examine its relevance.
- Self-awareness
This skill describes the ability to feel other’s or fellow mates’ feelings.
- Assertiveness
It describes the ability to stand up for yourself and how calmly you can handle under the face of considerable provocation.
- Resilience
It is the ability to recover from setbacks, treating them as opportunities to learn something new or as a kind of experience.
What do recruiters look for in a candidate?
It doesn’t concern any recruiter about the grades of high school. Whatever the job is, from an engineer to sales manager, these skills are what recruiter look for in a candidate :
- Ambition
A candidate who wants to grow their career with the company is an asset for the company.
- Curiosity
Curious candidates are always what the recruiter looks for their company, who wants to seek everything about client company or researches about the company they ought to work for.
- Learning agility
If a person has a caliber of learning new things in his 40s, he can conquer even in his 60s. Therefore, the recruiter looks for people who have stood up from their lowest and made an asset by learning from their mistakes and curious to know new things in every step.
- Positivity
A person with a great smile, attitude, and optimism is always in the eye of a recruiter. They always tend to reflect positivity and are suitable to communicate for a fruitful conversation.
- Reliability
It is an essential aspect as it shows what your senior would expect to bring a great asset to the company.
Basic questions that recruiter asks and why?
Q1. Can you tell me something about yourself?
It is one of the common questions asked by every recruiter. Here, they want to test your communication skills and get your perspective on your career path. In addition, they try how firm you are with your goals and requirements.
Q2. What responsibilities are you onto currently?
Here the recruiter wants to get an idea of your current role and if you will be able to cope with the task they have in mind for you. The question also helps them to visualize in which area you are likely to perform your best. Preparing verbally about skills and responsibilities relevant to the current role is advised.
Q3. Why are you willing to move?
Here the recruiter wants to analyze if the candidate had dealt with a toxic environment or wants more challenges. Again, honesty plays a vital role here; this helps to show the recruiter your motivation level and how dedicated you are in your career.
Q4. What role are you looking up to ideally?
The recruiters need to know as it helps to analyze whether your needs align with their opportunities. They often want to know your goals before they open up about their job roles. Being precise about the expectations you are looking for in the new position in the company and requirements are advised, including location, mode of work, etc.
Q5. When are you comfortable moving on?
The recruiters want to know how sure are you about joining the organization and prepare your task schedule accordingly. Therefore, it is essential to answer professionally with honesty and a positive attitude to build a trustworthy relationship with the recruiter to ace the interview.
Q6. What are preferable locations?
The recruiter wants to dig more into your preferences on where you want to work and understand your expectations around how you work. It is advised to be straightforward with your preferences, or else it might affect both you and the recruiter in the future.
Q7. How much is your current salary?
Candidates often tend to dodge this question, which might make them uncomfortable in sharing it. However, many recruiters ask this to analyze your future salary expectation. Therefore, avoid enshrouding your current income; this will help you build a more trustworthy relationship with the recruiter.
Q8. How actively are you working with other recruiters?
Honesty plays a vital role here; many candidates do not tend to disclose this. However, working actively with other recruiting companies is entirely acceptable. Recruiters tend to choose an honest candidate over who is trying to play a game. It is advised to focus more on quality rather than quantity if recruiting companies so you can stand out as a confident candidate who is optimistic about the type of career you desire.
Conclusion
Ghosting is never an end to a career but a start to a better journey. People learn from their mistakes, attuning to professionalism, kindness, and honesty, along with practical communication skills,s will help you future ace interviews and get your dream job. However, many job portals and social platforms are brimming with different job roles and organizations like “How I Got My Job,” who are helping millions of job seekers to help them get placed by sharing inspiring stories like ‘How Gibson Briddle got the job as VP product at Netflix.’ Working on life skills is not only favorable in getting a job but also to cope up with everyday life hustles.
