Balancing Business Needs with Candidate Respect and Communication

He completed 4 interviews. Delivered a detailed presentation. Then came the email "We’ve decided to move forward with another candidate." No explanation. No feedback. Just... rejection. He followed up politely asking for insight. Silence. Ghosted. 💭 This is someone who showed up fully prepared. He researched. He practised. He gave his best. And still no response. Absolutely shocking. 🛑 Hiring teams, I get that you're busy and sometimes have to rely on automated rejections being sent to the huge amount of applications you receive. But if someone invests hours into your process, and engages in rounds and rounds of interview, the least they deserve is feedback. Even if you’ve chosen someone else. Even if it’s just one helpful sentence. Let’s raise the bar. Follow the golden rule. Treat candidates the way you’d want to be treated. Because you may one day find yourself in their shoes. ____ Who Agrees?

The continued existence of organizations operating unethically is a significant concern. The challenges within the job market could be addressed through straightforward adjustments, which would necessitate the closure of such entities. The manner in which a company interacts with prospective employees often reflects its internal operational standards. It is reasonable to infer that such organizations may be prone to numerous internal issues and scandals.

A candidate once told me something I haven’t forgotten. “I don’t even mind rejection anymore… I just wish someone would tell me.” She had applied to 60+ roles. Cleared a few rounds. Even reached final interviews. And then… nothing. No update. No closure. Just silence. Now imagine if things were slightly different. If she had received a simple update or feedback, it would have: – Given her closure, instead of endless guessing – Helped her understand what went wrong (instead of assuming everything did) – Reduced the overthinking that comes from silence – Made her feel seen and respected, not ignored – Given her something to improve and act on for the next interview Because without responses, people don’t just move on… They overthink. They doubt themselves. They question everything they said. But even a small message can change that. From an HR lens, it may feel like a small step. But for a candidate, it completely changes the experience. If you’ve ever been ghosted after an interview, you know exactly what this feels like. And if you’re in hiring - this is your reminder: a small response goes a long way.

If you can’t answer “What does this company do?”- you’re not ready for the interview. It sounds obvious, but it happens all the time: candidates show up to interviews (yes, phone screens count) without a basic understanding of the company they’re speaking with. Applying to dozens of roles? Totally fair. But once an interview is booked, the bar changes. It’s time to do your homework. You don’t need to know everything, but you do need to know enough to hold a thoughtful conversation. Start with the basics: What does the company actually do? What industry are they in? Then go one level deeper: What about the company interests you? What stands out? And please - don’t stop at Glassdoor. Reviews can be helpful, but they’re only one perspective. If you really want to stand out, spend a few extra minutes on recent news, press releases, or announcements. Are they growing? Acquiring? Launching something new? And always come prepared with questions. Always. This isn’t about going above and beyond—it’s the baseline. It shows respect for the interviewer’s time and signals genuine interest in the opportunity. Preparation doesn’t mean perfection. But it does mean effort and that makes all the difference. What’s your go-to research strategy before an interview? 👇

The thank-you email you send after interviews is doing nothing. "Thanks for your time, looking forward to hearing back" is what everybody else writes. Most candidates send the same template within 2 hours of leaving the interview. Same opener. Same vague gratitude. Same closing line. The interviewer reads it and forgets it within 30 seconds. Here's what to send instead. → Reference one specific thing they said. "When you mentioned the team is moving from X to Y, that's exactly the kind of work I want to be part of." This shows you were actually listening. → Drop in one piece of value you didn't get to in the interview. A relevant article. A short answer to a question you fumbled. A 2-line idea that builds on something they said. Show them what working with you would actually feel like. → Close with a specific next step. Not "looking forward to hearing back." Try "happy to send more detail on [project] if useful, just let me know." The follow-up isn't a thank-you note. It's your last chance to be the candidate they remember when they're sitting in the debrief meeting at 5pm. What’s even better, do all of this stuff before you apply to team members in the team your trying to join! #careersadvice

Waiting for hours for an interview just to get ghosted? Yeah, we’re not doing that anymore. I’ve been on the other side of the table, refreshing my inbox, overthinking every answer, and still getting silence. That experience stays with you. So now, being on this side, I keep it simple: Respect the candidate. Respect their time. I try my best to: • Keep interviews on time • Make the process smooth, not stressful • And always, always give an update, no matter how the interview went Because ghosting candidates isn’t “normal”, it’s just poor communication. Let’s normalize better hiring experiences. It’s really not that hard.

Here's what to do when you overthink your job interview: You nailed the answers. They smiled. The conversation flowed. Now you're sitting at home replaying every word, convinced you said something wrong. Your brain isn't protecting you anymore. It's creating doubt where the evidence doesn't support it. Here's the pattern: 1. You notice one small moment (a pause, a vague response) 2. Your brain assigns meaning ("They didn't like my answer") 3. You spiral into every possible way it went wrong 4. You forget all the moments that went right Break it with evidence: Did they cut the interview short? No. Did they seem disengaged? No. Did they mention next steps? Yes. Then trust the data, not the mental loop. Interviews are imperfect by design. They're testing fit, not perfection. If you prepared, showed up, and communicated clearly, you did your part. The rest is out of your control. Let the outcome happen without narrating every scenario in your head first. What's the one thing you always replay after an interview?

Ever come out of an interview feeling the interviewer was confused by your example? It happens in more than 60% of interviews. Here is why. It’s rarely about your actions or results, but what comes before. If an interviewer doesn’t understand the situation or how you’ve “set the scene” then you’re already on the back foot, with them trying to piece things together. Setting the scene is critical. In every behavioural interview answer, cover: 1. Who you were working for 2. A quick summary of what your company does 3. The timing of your example 4. Your role (simplify if technical) 5. Any external factors (e.g. COVID) Countless times, candidates start rambling without even introducing the company. They finish and ask, “Any questions?” and I’m left thinking, “Yes… what does your company do?” You lost me at the start. Don’t disregard the situation. It’s not all about results. Without context, you risk losing the interviewer in the first 10 minutes. P.S. I went for a 10km stroll with friends over the weekend. Sounds simple, right? But add mountainous terrain in El Pardo and running out of water… it suddenly carries more weight 🙂

The High-Impact Question to Ask at the End of an Interview At the end of most interviews, you’ll be asked: “Do you have any questions for us?” Many candidates use this time to ask about the role or team. But there’s one question that can create a very different kind of conversation: “Based on our discussion, is there anything about my background or experience that would give you pause when considering me for this role?” This question does a few important things: • Shows openness to feedback • Demonstrates confidence and professionalism • Creates an opportunity to address concerns in real time In many hiring processes, decisions are made based on small gaps or uncertainties that aren’t always discussed directly. This question gives you the chance to clarify, expand, or provide additional context before the interview ends. It also signals that you’re not just interested in the role, you’re interested in understanding how you align with it. Like any question, delivery matters. A calm, professional tone keeps it constructive and collaborative. The goal isn’t to challenge the interviewer. It’s to create clarity. Sometimes, that clarity can make all the difference.

Don’t forget to do this after an interview: (it’s my #1 tip to stand out) → Write a thank you note. It goes a long way in making a good impression. And if you’re in the later stages of a hiring process, a quick note can set you apart from the crowd. So what should you say? My advice: 1. Send an email directly to your interviewers. If it was a panel-style interview, send a separate email to each member of the panel. 2. Thank them for their time. 3. Think back to what was discussed during your interview. Pull something personal to include in your note; for example, if you learned something new about the company’s plans for 2026, mention how excited you are by the prospect of being a part of next year’s growth. 4. Reiterate your interest in the role. Double down on the fact that you’d love to join their team. 5. Don’t be afraid to drop a line about your Unique Value Proposition. What separates you from the competition? Short and sweet is the name of the game!