One of the latest hot topics in the business world is how candidates are “ghosting” employers. As you may already know, the practice of ghosting comes from the dating world. Instead of communicating that you’re losing interest, or you don’t like someone, you simply disappear and cease communication with no explanation. This method avoids having a difficult or awkward conversation.
Of course it’s ironic that employers are making a fuss over ghosting. After all, employers are notorious for ghosting their job applicants. You can spend hours cultivating your job application, even going to an interview, only to never receive a response. So employers, this article applies to you too. Don’t ghost your applicants! At the very least, develop a quick email template that you can easily send to your rejected candidates.
But for those of you that are seeking jobs, you shouldn’t ghost employers! It’s a bad practice all around.
Interviews are notoriously stressful. From your resume to your clothes and posture, it is no wonder interviewees often get little sleep before the big day. Augmenting this stress is the fact that one of the hardest questions always comes at the end.
“What questions do you have for us?”
Every job candidate expects it, but it still presents a challenge, especially if the recruiter already covered some of the ones you had prepared. While saying that all of your questions have been answered is clearly not the right response, many find it difficult to think on their feet. Luckily, there are some tried and true themes that can help guide your questions and show the recruiter that you want to know more about the position and organization.
Any place where you spend the majority of your days should share your values, so it helps to ask the recruiter what values …
Kristen Fuhs Wells is the director of communications and development for Indiana Humanities, a statewide nonprofit that encourages Hoosiers to think, read and talk. She has been interviewing, selecting and managing interns in this role and a previous position since 2007.
Make a good first impression. I can tell a lot within the first five minutes based on your timeliness, appearance, handshake and your first few statements. Smile, speak eloquently, shake hands firmly and dress professionally. Show some personality. You’re competing with a lot of other top candidates – don’t just tell me what you think I want to hear. Give me a reason that I can’t NOT hire you. Tell me you’re the perfect candidate by connecting to our mission, explaining why you love Indiana or how your hobbies make you a more well-rounded person. I always start off asking candidates to tell me about themselves. We’re going …