Candidates who stop answering the phone / Recruiters who never call back

Whoever has some recruitment experience was for sure at a certain point in contact with that type of candidates that suddenly stop answering the phone. You call them, you discuss about their experience, expectations, about future projects, they are coherent and seem normal. You get excited because you found someone with high chances to match the position you are recruiting for. You exchange several e-mails, spend time scheduling interviews, presenting and promoting him to the hiring manager as a candidate with high potential, you spend energy and you do your best so that the candidate will go smoothly through the recruitment process.  When you think nothing can happen, the candidate stops answering the phone. Considering the good communication you had before, you “presume his innocence” and leave him a message hoping that he was not involved in some sort of accident.

Then you wait and wait...and you rewind all the discussions looking for a sign that could have told you what is going to happen. Nothing... So after putting the candidate on the blacklist and telling all your colleagues about him, you decide to do the best thing you can: move on.

You are a candidate who did his homework: wrote a good CV, has a profile on several recruitment websites and professional online communities and applies only to the positions that match his experience and skills.  Sooner or later you start receiving calls from recruiters who tell you how interesting your CV is and what a great job opportunity they have. You schedule a phone interview for which you prepare in advance. You find out things about the company, you spend time and energy thinking how your experience and skills could help you to perform on that position. The interview goes smoothly and judging after the number of “Great!” and “Excellent!” you have heard during the discussion, the face to face interview is knocking at the door. Before you even get to ask what will happen next, the recruiter says that he will forward your profile to the hiring manager and in the mean while he will send you the full job description and more details about the company. Inevitably you get excited and maybe try to find out even more about the company.  

During the day and all next day you check your email looking especially for that mail. After the second day you realize that you will never going to receive it. You rewind all the discussions looking for a sign that could have told you what is going to happen. Nothing... So after putting the company or the recruitment agency on your blacklist and telling all your friends about what happened you decide to do the best thing you can: move on.

Respect is social value common for any society. Respect for parents, teachers, neighbors, relatives, people we know and especially people we don’t know. Respect is both given and received. Keeping your promises and taking responsibilities for your actions is also a sign of respect not only towards others but especially towards yourself.

Discrimination in the recruitment process

You don’t really realize how bad discrimination is until you experience it. At least I didn't...  The feeling you have when you are told up front that you might not get a job because of your nationality is far worse than I imagined.

When talking about the recruitment process there are always two parties involved: the candidates and the hiring company. Who is actually the company? Is it the general manager, the entity described at the section -”About us”, the managers? “The company” is every person that works for an employer and acts as representative of its interests. So we are talking about people who try to apply some rules and principles, to make the right decision according to their experience and knowledge. Therefore, in the recruitment process, maybe more than in other areas, there is always a great deal of subjectivism involved. Along with the job descriptions, the personality match plays a very important role in the hiring decisions.  Depending on the job, there are situations where the personality match is even more important than the technical skills which, unlike the personality, can be taught and learned in time.

How do the managers decide if a candidate has a matching personality or not? The process starts way before the first interview. It starts with the discussion between the hiring manager and the recruiter. 

The official issues discussed are the personality features desired from the future employee that are not specified in the job description. Some of the frequently requested personality traits are: honesty, responsibility, adaptability, patience, decisiveness but not only. So far so good. 

But what happens when the hiring manager says”…and I would like, if possible, someone not older than 35, single and male.”? These requirements are always said more or less with lower voice, in confidence and they are of course unofficial. Why? Because this behavior is not just unethical, it is also a breach of discrimination legislation. 

What are the options of the recruiter at this point? 

1. To tell the manager up front that this is called discrimination and this is both immoral and illegal. 

2. To write down the extra requirements and to start searching for the right candidate. 

3. To convince the manager to consider also people that don’t match exactly his last requirements but who meet all the other requirements regarding knowledge, experience, skills and competences- these criteria being essential for the job. 

What recruiters choose to do in this situation can have a great impact on the final decision. While it is almost impossible to change someone’s prejudices, way of seeing things and preferences, presenting candidates whose selection was based on knowledge, experience and skills, can sometimes avoid discrimination. 

However, discrimination in the recruitment process is not always generated by the managers. Recruiters earn their living through placing an applicant in the advertised position as efficiently as possible. How every recruiter understands to do that depends very much on their ethics, background, education, social environment and experience. Recruiters can as well have prejudices, positive or negative experiences with some category of people and this can and will most of the times influence the selection process.  

Despite all anti-discrimination legislation, this phenomenon is everywhere and will continue to be a problem especially because it is very hard to be proved. 

s and principles, to make the right decision according to their experience and knowledge. Therefore, in the recruitment process, maybe more than in other areas, there is always a great deal of subjectivism involved. Along with the job descriptions, the personality match plays a very important role in the hiring decisions.  Depending on the job, there are situations where the personality match is even more important than the technical skills which, unlike the personality, can be taught and learned in time.

How do the managers decide if a candidate has a matching personality or not? The process starts way before the first interview. It starts with the discussion between the hiring manager and the recruiter. 

The official issues discussed are the personality features desired from the future employee that are not specified in the job description. Some of the frequently requested personality traits are: honesty, responsibility, adaptability, patience, decisiveness but not only. So far so good. 

But what happens when the hiring manager says”…and I would like, if possible, someone not older than 35, single and male.”? These requirements are always said more or less with lower voice, in confidence and they are of course unofficial. Why? Because this behaviour is not just unethical, it is also a breach of discrimination legislation. 

What are the options of the recruiter at this point? 

1. To tell the manager up front that this is called discrimination and this is both immoral and illegal. 

2. To write down the extra requirements and to start searching for the right candidate. 

3. To convince the manager to consider also people that don’t match exactly his last requirements but who meet all the other requirements regarding knowledge, experience, skills and competences- these criteria being essential for the job. 

What recruiters choose to do in this situation can have a great impact on the final decision. While it is almost impossible to change someone’s prejudices, way of seeing things and preferences, presenting candidates whose selection was based on knowledge, experience and skills, can sometimes avoid discrimination. 

However, discrimination in the recruitment process is not always generated by the managers. Recruiters earn their living through placing an applicant in the advertised position as efficiently as possible. How every recruiter understands to do that depends very much on their ethics, background, education, social environment and experience. Recruiters can as well have prejudices, positive or negative experiences with some category of people and this can and will most of the times influence the selection process. 

 Despite all anti-discrimination legislation, this phenomenon is everywhere and will continue to be a problem especially because it is very hard to be proved.