This logic doesn't really scan for me. If you care about optimizing your time enough to not respond to the deluge of unqualified candidates you receive, then you might benefit from an ATS, which will make it trivial to send a polite rejection to multiple candidates with a single click, whilst also enabling you to progress others more efficiently.
You don't have to use Lever (just noped out of using them at our company bc they don't put any pricing data on their website + refused to answer simple questions over email, insisting on a "sales call", which is an even clearer indicator of a company which doesn't value my time than one which does not reply to an application altogether) – there are plugins like Streak which can make this effortless.
If you are experiencing an influx of unqualified candidates, you might also consider making your requirements much more explicit, although you'll still get people trying their luck.
Do you ghost people whom you already talked to in the past or you misunderstood the article? Not responding after an interview cannot be a bandwidth problem.
What do you mean by candidate? Applicant, or interviewee?
OP was writing about interviewees, not applicants:
“In order for it to be ghosting, the ghosted party has to expect the conversation will continue. This means that if you apply and never hear back from a job, that’s not ghosting, a conversation never started. It only becomes ghosting when there is an expected next step that never happens.”
> This means that if you apply and never hear back from a job, that’s not ghosting, a conversation never started. It only becomes ghosting when there is an expected next step that never happens.
The article is specifically talking about ghosting people after a mutual process has been started, such as after an interview or coding assignment.
Not responding to every resume received isn’t ghosting by the article’s definition. But going through an interview process including a take home assignment and getting no response is.
From what I’ve read, hiring was already difficult prior to the wave of layoffs. Would you say it became more or less difficult to find a target skillset with a larger pool of candidates, regardless of comp?
once you've identified an applicant is not suited, it takes zero time to to copy-paste thanksbutnothanksgoodluckinyourjobsearch.txt and hit send. don't be a dbag.
If you have enough candidates that it's too much work to reject people, you likely have enough candidates to merit at least a simple templating and candidate management app or plugin. It is absolutely trivial to one-click reject groups of people.
While I’d love personalized feedback, all I really want is for your Applicant Tracking System to fire off a short email from noreply@company.com, bcc’ing everyone other than the person getting an offer.
Subject: Your Application to $company
I regret to inform you that $position at $company has been filled by another candidate. We appreciate your interest in working with us.
[Add other platitudes, info about reapplying or whether you’ll be considered for other jobs here…if you want].
—- $Name or HR department
If you’re too pressed for time to do that…maybe you should be hiring someone who can.
