Have you noticed a shift in how external executive recruiters are perceived now?
Maybe it’s just me. But twice this year—with qualified, vetted candidates scheduled for interviews—previously excellent communication vaporized into radio silence.
This never happened to me in more years of successful recruiting than I care to admit. Then bam! Not just once but twice in 6 weeks. Two recruiting colleagues recently told me I am not alone.
What radio silence while recruiting says about your company
Is your company looking for top talent in this still-tight labor market? You need to do better.
Your hiring process matters—including how you communicate with external search partners. It speaks volumes about your culture and whether the company truly values the people that do the work that allows for your company to achieve your growth and profitability goals.
Your external search partners—whether you call them Recruiters or ”Headhunters”—are part of your face in the community. To screen down to maybe the two or three candidates we present to you for consideration we may converse with 100+ individuals about your opening.
We wield a lot of influence on how your company is perceived. We function not only as a vendor for talent acquisition, but we are also your Public Relations Department—whether you get that or not.
Questions for talent-seeking employers
Why would you go silent on your external search partner in the middle of a search when several candidates are well into the interview process? Especially when the communication and response rate on both sides has been excellent until the moment of silence.
What does that say to the candidates and how much you would value them, or that you will communicate with them if they are hired? Will you value them? Will you appreciate their contributions? Or will you go silent?
What is in it for a hiring company to go silent?
When gaslighted, what I do
Initially I hold off telling candidates that I’m hearing nothing. I reach out to you, the hiring manager or HR contact.
But if more than a day or two of silence from you goes by, I will not leave my (formerly your) candidate hanging. I will continue to follow up with you but need to tell the candidates the truth: that I’m hearing nothing, and I don’t know what that means. I will continue to reach out, but after a week goes by, I give up, and tell the candidates to do the same.
Am I tempted to say more?
You bet! It is incredibly frustrating. Not only is my hard work disrespected, my reputation is potentially tarnished. Top talent wonders: why doesn’t my contact know what’s going on? Meanwhile I’ve sold them on the dream of working for your company, built up their hopes, then dashed them with no explanation, because I have none.
That’s why Glassdoors.com exists. Savvy talent checks it out when they consider where they want to work.
All that aside, don’t forget, recruiters are people, too.
Hiring Managers—Rant Aside—Share Your Advice with Recruiters
What would you recommend a recruiter with candidates you agreed you’d interview do when you gaslight them? What are the company reasons for gaslighting a recruiter during an active search?
Your recruiter needs to know what to tell the candidates in the void—ideally something that reflects favorably on your company.
I understand if you don’t want your name or company public, so PM me and if you’re ok with it, I will share your feedback anonymously and thank you for satisfying my curiosity and answering my questions. I promise to welcome your feedback and not berate you;). I’ve already let off my steam, shared my message here. I am now more curious than furious. Really.
Career Changers and Fellow Recruiters—Your Perception?
Have you experienced this?
What do you do? How does it feel? How will it impact your perception of the company? Share your story.
If you are (or were) a candidate, would you consider this company in the future? What would you tell others about your experience? Would you consider engaging with the same recruiter for another company, or not?
Recruiters—would you ever consider working for this company again? Under what circumstances? What do you tell others about your experience? Would you warn fellow recruiters?
Let’s Learn Together
Thank you, those of you who respond, and those reading this who want to learn from it.
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Connie Dorigan, Founder and Director of Recruiting, sees the food processing industry as the link between good living and good people. She’s the west coast’s most experienced and trusted food processing recruiter. She also provides Executive and Career Coaching and lots of free job search tools. Once you’ve connected with Connie, you’ll always be connected.
© 2023 Connie Dorigan. All rights reserved.
This is a general interest article and does not constitute specific or legal advice.
