Episode 124: Insights on the Job Search and Surviving Unemployment

I just want to real quick chime in and have all of our listeners kind of think back to the past couple of minutes with what Ed was talking about and the passion and emotion that was in the words.

This folks is why you do not ghost people.

This is exactly why you don't ghost people.

You just heard it from Ed.

There's a person on the end of that.

There's emotion on the end of that.

There's a livelihood on the end of that.

There is a need for closure on the end of that.

No is better than nothing.

So just real quick, call it a PSA in the middle of our podcast here.

Do not ghost people that you have interviewed for all of the reasons Ed just said.

I couldn't phrase it any better other than it's just not professional.

But Ed gave you the very human reason as to why we do not ghost people.

So Ed, I appreciate you saying that.

And the one thing I wanna add to that, Jay, 100%, and Ed, correct me if you feel like I'm off here, but I understand at the end of an interview, wanting to end it on a pleasant note, right? Thank you for your time, we'll get back to you.

But if you know before the end of the interview that it's going to be a no, can you tell them that before they hang up the phone or walk out of the office? Do you have to let them wait a day or a week to let them know that it's a no.

I feel like I would rather just know right away.

See, and this is where we get into the different styles that people have and the difference in maturity having been in talent acquisition.

Those that have been in it for a while would have a conversation with somebody like that.

And if the job that he applied to wasn't the right one, the first thing that they would be doing is looking for ancillary jobs.

Is there anything that's even tangential off of this one or within the organization that might fit? But you also have to understand that takes time to do.

So if the recruiter is backed up with a ton of recs and a ton of phone screens, they're not going to even have the time or ability to do it.

This is actually where AI can be a very helpful tool for talent acquisition.

And one of the ways that we are looking at it is how do you help to identify, again, the skills of candidates against jobs that maybe they have not applied for? So how do we turn our process into one that is not rec based, but recommendation based instead? So on the TA side, that's part of the evolution that we're going through right now is to try to take the abilities and the skills of the people that are coming in.

And instead of just saying, here's one job for you, here's three that could be a fit based on what you've done and what you are looking to do.

I just want to real quick chime in and have all of our listeners kind of think back to the past couple of minutes with what Ed was talking about and the passion and emotion that was in the words.

This folks is why you do not ghost people.

This is exactly why you don't ghost people.

You just heard it from Ed.

There's a person on the end of that.

There's emotion on the end of that.

There's a livelihood on the end of that.

There is a need for closure on the end of that.

No is better than nothing.

So just real quick, call it a PSA in the middle of our podcast here.

Do not ghost people that you have interviewed for all of the reasons Ed just said.

I couldn't phrase it any better other than it's just not professional.

But Ed gave you the very human reason as to why we do not ghost people.

So Ed, I appreciate you saying that.

And the one thing I wanna add to that, Jay, 100%, and Ed, correct me if you feel like I'm off here, but I understand at the end of an interview, wanting to end it on a pleasant note, right? Thank you for your time, we'll get back to you.

But if you know before the end of the interview that it's going to be a no, can you tell them that before they hang up the phone or walk out of the office? Do you have to let them wait a day or a week to let them know that it's a no.

I feel like I would rather just know right away.

See, and this is where we get into the different styles that people have and the difference in maturity having been in talent acquisition.

Those that have been in it for a while would have a conversation with somebody like that.

And if the job that he applied to wasn't the right one, the first thing that they would be doing is looking for ancillary jobs.

Is there anything that's even tangential off of this one or within the organization that might fit? But you also have to understand that takes time to do.

So if the recruiter is backed up with a ton of recs and a ton of phone screens, they're not going to even have the time or ability to do it.

This is actually where AI can be a very helpful tool for talent acquisition.

And one of the ways that we are looking at it is how do you help to identify, again, the skills of candidates against jobs that maybe they have not applied for? So how do we turn our process into one that is not rec based, but recommendation based instead? So on the TA side, that's part of the evolution that we're going through right now is to try to take the abilities and the skills of the people that are coming in.

And instead of just saying, here's one job for you, here's three that could be a fit based on what you've done and what you are looking to do.