Category Archives: Recruiting

Your Weekly Dose of HR Tech: @TextRecruit Drip Campaigns Really Work!

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Today on the Weekly Dose I review TextRecruit‘s new Drip Campaign feature that my team is actually really using!

So, I don’t talk a lot about my tech stack, because I think it’s a real differentiator when it comes to running a staffing company. In fact, I’m fairly cocky about telling clients I know for a fact, my tech stack is better than theirs, which is why my team can find and attract talent faster than theirs can!

We use TextRecruit.

Why?

Because being able to text candidates, more than one at a time, is critical for recruiting success. Plus, I need a way for my recruiting team to manage multiple text conversations at a time, and a platform that will capture all of those conversations.

So, we have been using TextRecruit with a high rate of success when it comes to getting more reply rates than we could with email, InMail, and phone calls.

So, what are Drip Campaigns using TextRecruit?

Drip Campaigns are a series of automated text messages built to drive deeper engagement with candidates. They help you automate text messages based on whether your candidates respond, and engage them with the right message at the right time.

They work like this:

  • Create the different messages you want to send to your candidates and decide how much time you want between them
  • Once you start your campaign, candidates that respond will stop receiving messages while unresponsive candidates move to the next drip message
  • After the campaign, you can check your analytics to see your response rates

We do a lot of message testing so it might look something like this:

Message #1 – “Hey ‘Candidate name’ it’s Tim from HRU. I’ve got this awesome position we need to talk about. Let me know when you’re available.”

No response.

Message #2 – “”Candidate Name”, it’s Tim again! Here’s the link to that position I texted you about. Contact me back and I can give you more details!” 

Still no response.

Message #3 – “It’s Tim! I’m stalking you! No, really, I really do think you’ll like this position. Just let me know “Yes” or “No” and I’ll stop bugging you about this position.” 

What!? Still no response. Remember, even a response of “No, I’m not interested” is a good response, because now you at least know something about that candidate, and you can respond back with “Okay! Is there something you would be interested in and I’ll make sure I put that note on your profile?”

Message #4 – “Last Chance! I don’t want to assume you’re not interested until I really hear from you. Here’s the link again. Just text me back!” 

We set up the messages. The candidate sees it as a personal text to them, with their name embedded, if you have that as part of the message, and the TextRecruit technology does the rest! Easy to set up and use.

So, what’s the response rate? 

70%! (this is my team’s response rate when using the drip campaign method – I can’t guarantee your results will be the same)

That’s an unreal number for recruiting response! You can send out 4 emails to 100 candidates in a drip campaign and you might get a 15-20% response rate. The cool thing is the technology is running the interactions and letting your recruiters respond to those who are interested.

TA pros and leaders ask me constantly how they can get more candidates. One thing that I know that works, is you need to start communicating with candidates in a mode they will respond to.

Editor’s note: I pay to use TextRecruit as part of my tech stack. Many will assume this is a paid commercial and I don’t pay for the tech. I do. 

The Weekly Dose – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on The Weekly Dose – just send me a note – timsackett@comcast.net

Want help with your HR & TA Tech company – send me a message about my HR Tech Advisory Board experience.

Skilled Trades Aren’t Sexy to Gen Z and Millennials!

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Wow! Really!?

Here are some other things that might surprise you:

  • They also don’t hang out on Facebook
  • They like Smartphones and using Snapchat
  • You shouldn’t pee into the wind
  • They think you’re old!

No shit, Sherlock, that younger people don’t find the Skilled Trades sexy!

I’m old. I was listening to NPR on way to work the other day and this well-meaning Gen X dude gets on the radio and says, “the problem we have in skilled trades is that teens don’t find them sexy”.

I’m like, of course, they don’t find the skilled trades sexy. Most don’t even know what the heck ‘skilled trades’ means, and if you show them, they still won’t find them ‘sexy’! Okay, well not ‘sexy’, but they should see what a great, stable job the skilled trades can be.

Um, yeah, no, you understand how young people think, right!?

Stable. Good pay and benefits. Something you can do for forty years and get a good retirement and pension. Are all things that will get young people to run away from whatever it is you’re trying to fool them into doing!

So, how do I get young people interested in the Skilled Trades? 

I don’t!!!

I get 35-year-old people interested in skilled trades!

You know what’s great about 35-year-old people? They can start to see the end. Sure that end is 25+ years out, but they start thinking I need to get my life together and do something that is (wait for it!), stable! Something that pays well and has ‘solid’ benefits. Something I can retire doing!

I don’t need 18-25-year-olds to fill skilled trades jobs. Those kids suck at showing up to work and listening! You know who’s really good at showing up to work and listening? 35-year-olds!

If you go into any retail store, gas station, restaurant, etc. and you say, “Hey, I’ve got a job that I’ll train you to do and you can earn a great living and have great benefits until you retire, and you’ll always have a job”, you’ll be like the Pied Piper leading people to your jobs!

The entire way we (and by “we”, I mean you!) is that you go hire 35-year-old people who have shown you that they are willing to show up to work, do work when they show up, but maybe they actually want to add something to their life that gives them a little more stability.

That 18-25-year-old doesn’t want your boring, stable, well-paying job, in which they must dirty their hands. They still have aspirations someone is going to pay them six figures to do nothing and give them a VP title.

By 35 we’ve had that beaten out of us. We’ve been humping $40K jobs for 15 years and we’ve almost, but not quite, given up on hope. You Mrs. Skilled Trades Job Lady are that beacon of hope!!!

Teens won’t solve the skilled trades shortage in America. That is something that is a waste of time for us to try and solve. “So, you, um, want me to stick my hand in a toilet!? Yeah, isn’t there an app for that?”

The 35-year-old has stuck their hands in worst places than toilets and they’re ready to work their butts off for your great skilled trades job. All they need is some love, some training, and a chance.

Skilled Trades jobs aren’t sexy to young people, but you already know that…

“In Transition” Isn’t Helping You Find a New Job!

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I know you’ve seen this on resumes and profiles over the past few years! Someone is looking for work and they title their profile “In Transition”.

Quick – without taking five seconds to think about, be honest, what do you think when someone says, “In Transition” on their resume, cover letter, LI profile, etc.? Put it in the comments!

My guess is, like me, it’s not positive. If it’s not positive, you should remove it from your profiles immediately!

When I read “In Transition” my immediate thought is “why are you in transition? Must not be good! No one wants to be in ‘transition’!” A ‘transition’ can mean many things when it comes to your career. Some of those are positive, but I think the collective will see most of the reasons as negative.

I think the reason I read “In Transition” in a negative light when it comes to talking about careers, is that for me it makes me believe you don’t really know what you want. I’m not ‘in transition’, I’m making a change and this is exactly what I’m looking to do.

Reason’s you might be ‘transitioning’ in your career and now you are looking for another job:

Potential reasons for transitioning:

  • Retirement from your current role (which many will take as a negative because of age bias)
  • Completely switching careers (could be a positive, if you’re willing to start at entry level income for the career you’re choosing to go into)
  • You got fired
  • You got laid off/company closed
  • You had your own business, that has ended, now you’re finding your next gig
  • You took a leave of absence for personal reasons (FMLA, went back to school, child rearing, aging parent, etc.)

So, I’m on record saying that using the phrase, “In Transition” isn’t good for someone seeking a job.

The bigger question than becomes is there a good phrase for people who are out of job and want to get a job that TA pros won’t immediately believe is negative?

I’m not sure there is one, especially if the real reason you’re transitioning is negative! That seems obvious, but you would be shocked at how many messages I get from people ‘in transition’ that are wanting my advice on how to say ‘positively’ they were fired.

My advice is usually to tell the best version of the truth you can come up with, and try to back up that version of the truth is a lot of people who will give you a positive work reference. Ideally, from the place you just left, even if that last job ended in a termination for performance.

What experienced TA pros and hiring managers realize is that not every termination is really do to actual poor performance. Sometimes it’s just a simple personality conflict between the manager you worked for and yourself. That isn’t great, but it’s better than you just couldn’t do the job!

Here are some phrases I might use instead of “In Transition” –

– “I quit my last position because…”

– “I retired from my last position and I’m looking to work “X” number of years in “X” type of position…”

– “I haven’t worked in “X time” because…, and I’m looking for…”

– “I got laid off from my last position…” (This one seems easy, except so many people now use this when they were the only person laid off, but everyone else kept their jobs! That’s not a layoff, that’s just a nice way to get fired! So, you better be able to back this up because great TA pros will find out the truth!)

– “I started my own business. It failed (or it succeeded or I decided it wasn’t for me). I’ve got the entrepreneurial bug out of me and I want to help an organization succeed in the following way…”

So, what do you think TA leaders and pros? Does “In Transition” scare you off of a candidate?

 

The Talent Fix – My new book is now available to purchase! If your organization is having trouble hiring, this is a must buy! 

Talent Fix Review: My mom says it’s her favorite book that I’ve written!!! (I’ve only written one book!)

Purchase The Talent Fix now! 

Does This Sweater Make Me Look Fat?

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I’ve got a bit of a problem.

I love buying new clothes, jackets, and shoes. You see, I’m kind of built like a fire hydrant. Picture a fire hydrant in your mind right now. Not very sexy is it!

So, I compensate, not by eating a great diet and working out constantly! Hell, no! That’s really hard work. I compensate by buying more clothes that I think will make me look skinnier than I really am!

Do you do this?

We do this in HR and Talent Acquisition all the time!

Just replace ‘clothes’ with ‘technology’. Yeah, we suck at HR, so instead of going out and fixing our foundational issues, let’s go buy a new pretty technology to cover up all of this fat, err incompetence!

Yeah, baby, with this new shiny technology no one will ever suspect we really suck as bad as we do!

The new stuff we buy screws with our heads. Every new shirt and sports coat I buy, I look at myself, and go “oh yeah! you’re going to look so awesome when you wear this!” Then I get on stage and someone tags me in a picture and I want to starve myself for a year!

Buying new stuff to make us look better than we are is the biggest lie we tell ourselves, ever.

So, before you go buy that new technology to fix all of your problems of why you suck at HR or TA, you have to know one truth. That truth is technology doesn’t fix why you suck. If you suck, great technology will make you suck faster. Bad technology will still make you suck, you just won’t be as fast as sucking!

Just like clothes won’t make me skinnier, new technology won’t make your function perform better.

 

The Talent Fix – My new book is now available to purchase! If your organization is having trouble hiring, this is a must buy! 

Talent Fix Review: My mom says it’s her favorite book that I’ve written!!! (I’ve only written one book!)

Purchase The Talent Fix now! 

The Weekly Dose of HR Tech: CareerBuilder Partners with Google Cloud Job Discovery

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The week on The Weekly Dose I dig into CareerBuilder’s partnership with Google Cloud Job Discovery and let you know what it means to you as a Recruiting Pro and Leader!

CareerBuilder was one of the early partners with Google in a number of fronts. When Google for Jobs launched, CB was the first TA technology company to work directly with Googles team to build out their job schema and make sure that CB users who were posting jobs on CB would have those jobs show up high on GFJs search results.

CareerBuilder is pushing the relationship even farther with Google and they recently released a case study showing the advantages CB clients are receiving since CB started using Google Cloud’s Job Discovery A.I. and Machine Learning technology. Google wrote a great piece on this relationship and the advances CB users are seeing, check it out! 

What does all of this mean to us (Employers posting jobs on CB or employers thinking of using CB)? 

– Google knows what and how candidates want to search for jobs, so they built a tool to make this a better experience for candidates. CareerBuilder has also been in the game of wanting to deliver a great search experience for candidates coming to their site to look for jobs as well. When they both came together, it was pretty apparent that CB’s job seekers could benefit from Google’s Job Discovery search.

– CB started testing out Google’s Job Discovery as the backbone of their job search and some amazing things started happening:

  • 40% more views of jobs on CB’s Talent Networks
  • Candidate application quality increased by 18%
  • 41% increase on actions by candidates on their saved job search results

Why!? 

The A.I. and machine learning component of Google’s Job Discovery that is being used by CareerBuilder candidates actually improves the job search for candidates. Less false positives, the technology learns which jobs candidates are clicking on and applying for and then automatically will put more jobs that are closer to the ones you want in front of them.

What you see is less bad volume of candidates, but an increase in qualified candidates for your jobs. So, the partnership of CB and Google has reduced the amount of work it takes a recruiter on any given job by lowering the number of candidates who don’t fit your job and increasing the number that actually does.

One other driving factor around increased quality and relevance is CB’s and Google’s focus on mobile first location search. Most people want to be able to search for jobs based on commutable distance. Prior to Google’s Job Discovery search, this wasn’t as specific as most of us would want, but now people can easily search by very exact distances and times it takes to get to work.

CareerBuilder has been beaten up recently in the media with some moves they’ve made to focus themselves on the future and how things were handled, but in the end, it’s not show-friends, it’s show business, and CB is making the right business moves to ensure their clients are getting what they need.

Go read the Google Case Study, it’s a fascinating piece on why you might want to start looking at investing some of your job posting dollars away from Indeed and test out the Google Job Discovery tech that CareerBuilder is using!

The Weekly Dose – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on The Weekly Dose – just send me a note – timsackett@comcast.net

Want help with your HR & TA Tech company – send me a message about my HR Tech Advisory Board experience.

London/UK Friends! I’m Coming to You in June!! Let’s meet up! #sosuuk

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I have something to confess, I’ve never been to Europe! Never! So, a few months ago I put that fact out into my little social world and something amazing came back to me! The Sourcing Summit UK reached out and ask me to come speak at their event in June! And, they made a little video to help promote it:

I can’t wait to come to London and speak at this event! All Americans love British accents, and I’m no different! The accent makes us believe you’re truly brilliant, even if you’re not! Such a recruiting strength! I’ve often said I could start a recruiting company in the states with just recruiters with British accents and we would own the U.S. market!

The other thing I love is building a worldwide network of recruiting and sourcing pros that love what I love!

As I’ve traveled all over the world what I’ve found is that no matter where I go when I’m with people who are passionate about our profession, that is always a good time! We get to nerd out together and learn from each other, and it brings this giant community down to size and makes it very personal!

So, let’s do this! Come see me and all the other great speakers at the Sourcing Summit UK on June 20th and 21st

Can’t wait to meet you in person!

How Hard is it for Candidates to Find Your Jobs on your Career Site?

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The other day I got contacted by a large enterprise level TA leader. She had a major problem about to hit them. They had to hire thousands of people and she was hoping I could tell her which chatbot to use to help them.

Sweet! I love TA Tech, let’s talk about some of my favorites!

I pulled up their corporate site because I wanted to see what ATS they used and just check out the career site.

This is where I found her first problem! The first problem was I had to search to find out how to find their jobs! Like four clicks deep into the corporate website before I could even begin a job search, let alone apply.

There is only one right place for candidates to find jobs on your corporate website. It’s at the top of the page, the same exact place where you find things like: Home, Company, Products, Search, etc. If you’re making candidates scroll down to the bottom of your site, you don’t care about talent. If you’re making candidates search to find “Careers” on your site, you don’t care about talent.

You know who you are. “Well, Tim, we put “careers” under the “About” tab because we want our products front and center!” Nice! So, those candidates you desperately need now have to go on a snipe hunt to find out how to apply for your jobs!? How’s that working out for you? Or you make the scroll down fourteen feet to the bottom where you put things like “investor relations”, “contact information”, “press inquiries”, “Legal Notices”, etc.

The most innovative companies in talent acquisition have ‘finding’ their jobs down to one click. You pull up their page and it says something like “Jobs!” or “Apply Now” or “Careers” in the top right corner of the website. Sometimes there is even a button along in the corner to make it even easier for candidates to spot.

When a candidate clicks on that top of the page, right corner link they are instantly taken to a page that allows them to search. No more clicking around, no more searching for how the hell they can find which jobs you have open. It’s right there. One click.

It’s pretty common for me to visit a large brand corporate homepage and it will take me 4-7 clicks before I can actually search their jobs. If you ever want to know where TA falls in the order of importance in your organization, just count the clicks. The more you click, the less influence TA has in your organization. It’s fairly unscientific, but I find this little measure almost always works out.

So, my new TA friend was looking for a chatbot but didn’t really need a chatbot. Well, at least not yet. Foundational blocking and tackling of TA can do wonders for helping you hire. If it takes me four or five clicks to find your jobs, you’re in trouble. If you make me search around your site on how the hell I apply, I leave and go someplace else.

I know that 90% of know this,  but almost 50% of organizations can’t figure this out. Why? Because we as TA leaders aren’t going to our executive team and telling them, “Hey, idiots! We are losing 67% of our candidate traffic because some moron in marketing doesn’t like how “Jobs” looks on our corporate website in the righthand upper corner! Can we stop being stupid and do the right thing?”

I know selling our stuff is important, but if we can’t fill jobs, we won’t have stuff to sell. I know putting our employment brand out front is important, but why are we creating a search game for candidates to solve to just apply for our jobs?

Simple Tip to Share with Your Executive Team: Hiding how a candidate can apply for our jobs, doesn’t actually help us fill jobs! 

So, where do candidates find your jobs on your corporate homepage?

The Weekly Dose of HR Tech: @Candidate_ID – The Talent Pipelining Platform

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This week on the Weekly Dose I review the talent pipelining platform Candidate.ID. Candidate.ID’s Talent Pipeline Platform provides one central, unified SaaS solution that manages and optimizes every tactic used to find, attract, engage and nurture candidates.

So, what does it really do?

Candidate.ID calls itself a talent pipeline platform which makes it this awesome cross between CRM, ATS, email marketing, and screening tech. Candidate.ID’s unique scoring algorithm identifies with laser focus, exactly which candidates within your talent pipeline are ready for a hiring conversation.

How does this work?

Think of it like this, you have candidates at all levels within your pipeline, some are just at the awareness level, some are learning more about you, others are considering applying, and others have already applied. Candidate.ID’s system figures out at which level a candidate is at and then automatically nurtures them based on the level they are.

Personalization is critical to candidate experience and candidate close. The only way you can do this is by measuring the level of interaction, and Candidate.ID’s algorithm has proven effective in getting each level to the finish line.

What I like about Candidate.ID:

– The platform measures ROI of pipeline effectiveness and shows you which candidates to prioritize for your team, so they know who to go after in the moment based on which candidates are ready to make the final step.

– Candidate.ID uses multiple levels of tracking that include cookie tracking, IP recognition, and fingerprint tracking across devices. This allows you to track candidates through content, social media click tracking, text message click tracking, career and corporate websites, etc.

– A dashboard of real-time candidate traffic that shows you the entire journey of a candidate’s interaction with you. You see everything a candidate does in engaging with your employment brand.

– Not only do you see this with new candidates coming in, but one of Candidate.ID’s most powerful functions is being able to nurture your entire ATS database, and show your team which candidates are ready and when the right fit is close.

Candidate.ID is an enterprise-level tool. It works best when you’re hiring roughly 15+ of the same kind of position per year at a minimum. A great example is a client that had 3,000 design engineers in their database. They put them into Candidate.ID and started nurturing them and within 8 weeks they were able to make 18 hires and 25 others in final conversations, 500 that were being warmed up for the future.

Candidate.ID is a sophisticated recruiting tool that can be used by corporate TA, staffing and RPO alike, given you have the volume to make it worth the investment. It’s powerful, and it will put your team at a competitive advantage for talent. Definitely a tool you should demo if you’re in the enterprise space and hiring mid to senior level talent (probably $40k – $150k+). This would not be something for high volume hourly hiring.

The Weekly Dose – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on The Weekly Dose – just send me a note – timsackett@comcast.net

Want help with your HR & TA Tech company – send me a message about my HR Tech Advisory Board experience.

The Life Span of a Crappy Recruiter!

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I have to give credit where credit is due, and Aerotek is the one that originally discovered how long it takes to figure out you suck as a recruiter! It’s right around 9-14 months. The TA world is littered with people who have worked at Aerotek for 9-14 months! If you’ve spent 13 minutes in Talent Acquisition on either the corporate or agency side, you’ve seen a ton of these resumes.

Just having recruiting experience, especially IT or Technical, can guarantee you a recruiting career for at least ten years or more, even if you are completely awful at recruiting! As a President of a recruiting firm, and someone who has run corporate TA shops for years, I see these candidates come across my desk on a weekly basis:

A crappy Recruiter looks like this:

1. First Recruiting job right out of college, working for a big agency recruiting sweatshop and this position lasts 9-12 months. They left because “they didn’t agree with the management style” of said agency. The truth is they weren’t meeting their goals, but we give them a pass because these sweatshops churn and burn through people.

2. The next gig is usually another agency or small corporate recruitment gig. This one usually lasts under 9 months. It’s more of the same, they couldn’t do it the first time, what makes you think they’ll do it for you!?

3. Now, if they’re smart, they jumped from the second gig before getting fired to a very large corporate gig where they have so many recruiters they truly have no idea what they actually do, this will buy you at least 24 months before you’re discovered as a recruiting fraud. In these big organizations you don’t even recruit, just post and pray, anyway, so you should be able to survive.

4. Big organizations finally figured out you’re worthless, but you now know the game, so you leveraged this big corporate name on your resume into your next gig, this time as a senior recruiter, with another big firm who wants you to sell out your last firm and all their recruiting secret. The big secret is, you have no idea, and the last big org gig you had, well, they had no idea.  Once you run out of fake secrets to share, you’ll be kicked to the curb, so start looking for a recruiting manager gig in about 18 months.

5. You jump at the first recruitment manager gig you’re offered. A mid-sized firm, who loves your big company experience and can’t wait for you to save them from themselves. They have super high expectations on what you’re going to do for them, this is not good for you, remember, you suck at recruiting! You’re gone in 9 months.

6. Welcome back to the agency world! You will now bounce around these companies for a while, selling the fact you have ‘contacts’ at big companies of which agency owners want to get into. You’re now 8-10 years into your Recruiting career, and you’re an awful, crappy recruiter.

If you’re truly lucky as a crappy recruiter you’ll fall into some recruiting gig with a college or university or some other sort of fake, non-profit. Those are like wastelands for crappy recruiters. Absolutely no expectations that you’ll do anything of value, just show up, collect a check and follow a process. It’s never your fault, and hey, they don’t want you to move to fast anyway!

Beware TA leaders. There’s a reason a recruiter has had 4 – 6+ jobs in ten years, and it’s not because they’re good at recruiting! The best recruiters don’t move around because they’re so valuable the organizations they work for won’t let them leave! If you’re crappy, people are hoping you leave and take your crappy recruiting skills to your competition!

Career Confessions from Gen-Z: When You Get “Ghosted” by an Employer!

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Although I am referred to as the “Gen-Z expert”, I would not claim to be an expert on the dating practices of Gen-Z members. However, I am familiar with the concept of “ghosting”. If you aren’t familiar with this practice, here is the definition from Urban Dictionary: “To avoid someone until they get the picture and stop contacting you.” Pretty harsh, huh? Now, this is a classic example of young people just avoiding their problems and being too afraid to face them. But, we aren’t the only ones doing this!

My name is Cameron Sackett, and I have been ghosted by a potential employer.

Yes, I said it. I am only 19 years old and I have been a victim of ghosting.

Here’s how it works people. Let’s say you apply for a job and low and behold, they invite you in for an interview! Next, you go in for the interview and it goes really well and WOW, they offer you the job right on the spot! They say “oh, we’ll be in touch next week!”, and you leave feeling like you’re on Cloud 9. All of sudden, it’s next week and you hear nothing. You wait around and still nothing. Finally, you email them and they email back saying “some internal things are changing in the company, we’ll be in touch as soon as we can”. And you never hear back again.

This is what happened to me a few months ago. And it sucks. So, I’m here to say, don’t ghosts your candidates. Don’t fall into the easy trap of avoiding potential confrontation and just own up to it! Be honest with your candidates. If you can’t hire them anymore for whatever reason, let them know! Don’t just forget about them and leave them hanging, desperately yearning for an internship, so you can gain much needed experience to get other internships that will help you find a worthwhile job after you graduate (or at least in my case).

On the other side of the coin, don’t let yourself get ghosted. You may think that this is all because it was a shady company, but no! This happened to me at a perfectly well-respected company and I’m sure it does at plenty of others. If someone is offering you a position, get it in writing. I don’t care how you do it, but don’t fall into the same hole that I did.

Now, I’m not trying to call out anyone on this post because. Even though it made me upset, everything ended up working out and I’m all set for a summer internship at a different (better) company. I’m writing this for all of the hiring managers and recruiters out there who offered a position they can’t fill anymore. Also, I’m writing this for all of the candidates that were offered a job that they desperately need or want, but somehow disappears. Let’s lead the way and end job ghosting and hopefully, Gen-Z will follow suit and stop being assholes.

Editor’s Note (Yeah, Cam’s Dad) – So, I’m a Gen-Xer but clearly I was on this ‘ghosting’ thing way before my Gen-Z son – when I wrote this post –  The Reson You’re Being ‘Ghosted’ After Your Interview!  All the way back in March 2018! 😉 

This post was written by Cameron Sackett (not Tim) – you can probably tell because it lacks grammatical errors!

HR and TA Pros – have a question you would like to ask directly to a GenZ? Ask us in the comments and I’ll respond in an upcoming blog post right here on the project. Have some feedback for me? Again, please share in the comments and/or connect with me on LinkedIn.