Stop These Hiring Practices

Edmond Lau
3 min readJun 20

Recruiting and selecting top talent is a challenging task. A positive candidate experience benefits current hiring endeavors and sets the foundation for future recruitment. Providing negative experiences to qualified candidates can damage the reputation of employers and hiring managers, affecting future hiring efforts.

Lack of communication and never set any expectation

Sometimes employers need to provide timely updates or feedback during the hiring process, and candidates are often in the dark for a few days before the Applicant Tracking System (ATS) sends an automated message or a Human Resources person reaches out about the next steps. It is understandable if many applicants are applying to a specific role, but setting a time expectation with candidates is essential for the current position and future hiring. When the employer is in a product or consumer servicing, this also creates bad word-of-mouth brand reputations. In other words, if the company does not respect qualifying candidates with good communication, it is unlikely to respect its customers.

Ghosting and lack of follow up

After participating in interviews or assessments, candidates have not received any further communication from the employer. They are left wondering about the outcome or whether they are still being considered. Sometimes this can be a few weeks of radio silence after multiple rounds of interviews. Candidates put in time to prepare for the interviews and learn about the business and the people. When after all that, neither the company nor the hiring manager reaches out via ATS or direct email, it can be seen as unprofessional because this is always view being on purpose.

Biased job requirements

In some cases, job requirements that demand higher levels of education or degrees that aren’t directly related to the job can unfairly disadvantage individuals from underprivileged backgrounds with the same work experience and skills as other candidates. Similarly, when a job mandates a specific minimum number of people a candidate has managed, it may not necessarily reflect their ability to lead and maintain a healthy organization effectively.

Edmond Lau

CTO, Advisor, Mentor, Architect, Product Management