Recruiter Ethics: Tim Sackett, SCP 🟦 Calls Out Candidate Ghosting

In a recent LinkedIn post, Tim Sackett, SCP 🟦 addresses a critical issue within the recruitment industry: the practice of “ghosting” candidates after interviews. Sackett, a prominent figure in HR and talent acquisition, argues that failing to provide timely and personal feedback to candidates who have invested significant time and emotional energy into the interview process is unprofessional and unethical.

Sackett’s post, which has garnered considerable attention, directly confronts recruiters who disappear after interviews, leaving candidates in the dark.

“If you’re a recruiter and you ghost a candidate after one or multiple rounds of interviews, you’re a piece of s*&t!”

This strong opening statement sets the tone for Sackett’s impassioned plea for better candidate experience. He emphasizes that even automated rejection emails, common practice through Applicant Tracking Systems (ATS), do not suffice as a replacement for personal communication. According to Sackett, this automated approach still constitutes ghosting because it lacks the human element and personalized feedback that candidates deserve.

The Human Cost of Candidate Ghosting

Sackett, SCP 🟦, highlights the considerable effort candidates put into the hiring process. This includes preparing for interviews, traveling to the location (if applicable), and managing the stress and anxiety associated with job seeking. He posits that recruiters have a professional obligation to acknowledge this investment.

“This candidate invested a lot of time and stress in showing up as well as they could for the interview. You owe them personal feedback.”

As Sackett, SCP 🟦, points out, the lack of feedback not only impacts the individual candidate’s experience but can also reflect poorly on the company’s brand and reputation. In an era where employer branding is crucial, failing to treat candidates with respect can deter future applicants and damage an organization’s ability to attract top talent.

Beyond Automated Rejections

The core of Sackett’s argument is that recruiters must move beyond the convenience of automated systems when it comes to communication post-interview. He suggests that a brief, personalized email or a quick phone call offering constructive feedback, even if the candidate was not selected, can make a significant difference. This approach, in Sackett’s view, fosters goodwill and demonstrates professionalism.

“Also, your automated rejection via email from your ATS is not enough. That’s still ghosting.”

Sackett, SCP 🟦, acknowledges the data provided by companies like Fountain, implying that technology can offer solutions, but stresses that technology should augment, not replace, human interaction in critical touchpoints like candidate feedback. The responsibility, he argues, lies with the recruiter to ensure a positive and respectful experience for every candidate, regardless of the outcome.