The sins of recruitment

22nd January 2019


In your job search, you may come across ghosting, catfishing and submarining. Don’t know these buzzwords? Read on…

mil-phoneWith the rife of Tinder, Bumble, and many more dating apps, buzzwords have become widely known to describe behaviours millennials experience. Funny words such as catfishing, ghosting, and stalking are used to describe the re-occurring bad behaviours one may face. 

The same behaviours may occur during your hunt for your dream job!

It’s no surprise that our recent research found that nowadays you’re just as likely to encounter bad dating behaviours when on the hunt for your dream job as you are for your dream date!

In fact, a shocking 90% of job seekers have claimed to experience one of the following dating behaviours, which we call, ‘recruitment sins’:

1. Kittenfishing (experienced by 30% of job seekers)
Making the job seem a bit better than it really is in order to grab the candidates interest.
2. Catfishing (29%)
Making the job seem so much better, that it does not match the reality. 
3. Rostering (25%)
Keeping the candidate waiting for ages before letting them down. Usually, because they are actually the second-choice candidate.
4. Slow Fade (24%)
Gradually paying the candidate less and less attention over time.
5. Ghosting (23%)
Suddenly ignoring the candidate and cutting off all communication.
6. Submarining (23%)
Ignoring the candidate for a certain amount of time, then reappearing as nothing happened. 
7. Player (21%)
A recruiter which promises someone they are the lead candidate while actually speaking to lots of others.
8. Cushioning (19%)
Promising they are the only candidate but is actually speaking to others on the side.
9. Being clingy (16%)
Contacting the candidate too much/won’t leave them alone.
10. Stalking (15%)
Knew all about the candidate from their social media feed even though they have never spoken.

   

Can we fix it?

There is a clear disconnection between what job seekers want and how recruiters operate. We want to eliminate this and bring the power and control back to the candidate. This way, job seekers will stop experiencing frustrating behaviours from recruiters

And we do believe there is hope. In fact, the research wasn’t all bad news as 22% said they found recruiters to be laid-back, helpful and constructive. This is known as “breezing” in the dating world.

In JamieAi, we believe the future of recruitment lies in technology. AI and machine learning will massively increase efficiency and transparency both for job seekers

AI is expected to create a booming $13 trillion in value for businesses by 2030! While other industries are rapidly adopting AI and machine learning, recruitment is clinging rigidly to the old, profligate ways of working that benefit neither job seekers or businesses. Our vision for JamieAi is to dramatically increase the accuracy of job search and in doing so, save businesses huge amounts of time and expenditure.

We are creating a hiring experience that will be better than any human recruiter can give. This will allow us to radically change the recruitment sector, dragging it into the 21st century and making people’s job hunt much easier and enjoyable.

This post and the findings of our survey were featured in: London Evening Standard (21.01.19, p.53), Sunday Express (20.01.19, p.56), Business Leader, Start Your Business, HR Review, The Global Recruiter, Business Matters, bullfax.com, Elite Business.

Read also: What to watch in 2019 as an HR professional

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Irene Papantoniou

I’m nosy and always joining mid-way through conversations.

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