Three Ships’ Post

Halloween is over BUT it’s stil time to dump the legacy SWG and and take a first class flight with dope.security No stopovers. No outages. That’s the difference with dope.security, the fly-direct Secure Web Gateway (SWG). Eliminate the data center stopover and perform all security checks directly on the endpoint. Come and take a test flight, it’s super simple : https://dope.security/

We want to know! What your best #halloween costume ever? Was it one your mom made or a favorite character you picked out? Bonus question — how will you spend Halloween this year? 🎃 #yourstory #yourwords #yourlegacy #memoriesinwriting

In my ongoing series of blog posts highlighting the different parts of our collection - COSTUMES! (Because what better day to share a post about costumes than Halloween - the costume holiday?!) https://lnkd.in/eZx4dAGJ

'Tis the season, y'all! Our closets go from 'everyday wear' to 'Halloween costume garage'! 🎃👻🧙🧙♀️🧹🪣🫧 #RememberYourRoots #REDLEESCS #JanitorialHumor #HaloweenSeason #CommercialCleaning #JanitorialServices #CleanProperty #CleanlinessIsKey #TimeSaver #PropertyManagement #PropertyManagers #HealthyEnvironment #SafeSpace #ProfessionalCleaning

Transparency is key to recruiting the right people into an organization.

👻 It's that time of year and couldn't resist. Spotted: The ghost of interviews past! Boo'd by a recruiter or hiring manager? Not with BrainCloud Recruiting! We're all treat, no trick. Say goodbye to ghosting and hello to transparent hiring. 🎃 h/t Joe Sebok, Adam Karpiak #NoMoreGhosting #HireRight #TransparentRecruiting #NoGhostingZone #RecruitingDoneRight #TAaaS #BrainCloudRecruiting #ForbesJobs

Oh it's that time of year again for all of these Halloween memes to come out! If you're a hiring manager, lets steer clear of this costume this year and be an active part of the hiring process (which includes communication with candidates)! Thanks for sharing another great one Adam Karpiak! #halloween #halloweenmemes #hiring #hiringprocess #interviewprocess #interview #interviewetiquette

This is insanely accurate and sad.

👻 I had a good laugh when I stumbled upon this in my newsfeed, but the unfortunate truth is that many hiring managers tend to ghost candidates after an interview. This habit can have significant and far-reaching consequences for the overall HR culture within a company. Ghosting a candidate can have negative consequences for your reputation and HR culture for several reasons: 👉 Professionalism and Respect: Ghosting a candidate is seen as unprofessional and disrespectful. It conveys a lack of courtesy and consideration for the candidate's time and effort in the application process. This behavior can tarnish your organization's reputation for being respectful and considerate of individuals. 👉 Word of Mouth: Candidates who have been ghosted are likely to share their negative experiences with others, including on social media and job review platforms. This can harm your employer brand and make it difficult to attract top talent in the future. 👉 Employee Morale: Existing employees may also take note of how candidates are treated during the hiring process. If they perceive that the organization doesn't value people and lacks professionalism, it can lead to lower employee morale and engagement. 👉 Retention: A culture that condones or ignores ghosting can negatively impact employee retention. If employees observe such behavior in the hiring process, they may question the organization's commitment to respectful and transparent communication, making them more likely to leave. 👉 Reputation in the Industry: Word about how a company treats its candidates can spread within the industry. If your organization becomes known for ghosting candidates, it may deter potential business partners, customers, or even investors who value professionalism and respect. 👉 Legal and Ethical Considerations: In some cases, ghosting can have legal implications, such as violating equal opportunity or anti-discrimination laws. It can also damage your reputation for ethical conduct. 👉 Loss of Potential Talent: Candidates who have been ghosted may reapply to your organization in the future or be eligible for other positions. If they remember being ghosted previously, they may be less inclined to engage with your company again, potentially causing you to miss out on valuable talent. 👉 Inefficient Hiring Practices: Ghosting candidates can lead to inefficiencies in the hiring process. It may require starting the recruitment process from scratch, wasting time and resources. 💡 To maintain a positive HR culture and reputation, it's essential to treat candidates with respect, communicate transparently, and provide closure, even if the decision is not to hire them. Building a reputation as an organization that values people and conducts itself professionally can help attract and retain top talent and create a positive work environment. As for candidates ghosting us recruiters, that's a topic worth exploring in the future. 🙂

In the past I've dismissed #ghosting as the result of conflict avoidant behavior. (I.e., it must be somehow personal.) But now I'm thinking of it as an inevitable consequence of digital overwhelm. There are just too many things coming at us, and merely keeping up with them can be its own full-time job. For example, a good friend of mine who is incredibly qualified has been ghosted so many times by executive recruiters in the past few months that it blows his mind. Since I sit on the technology side of this conversation, I suspect that the lack of follow-up is due not to thoughtlessness so much as the vast pile of digital administrative tasks recruiters must attend to, in addition to actually recruiting. At the end of the day, they barely have time to move finalists forward, let alone reach out to everyone they've spoken to. If those recruiters' only job was to connect with candidates, then I think he would have heard back in a timely and thoughtful way far more often than he did. Maybe I'm being too generous, and these were just lackadaisical recruiters. But having worked with TA teams of many shapes and sizes, I know that recruiting is tough, and that technology that's supposed to make the job easier can actually have the opposite effect if not appropriately deployed and maintained. This is the promise of #AI: to allow us to come to the surface and connect with each other as humans again. Let's take all the things that stand in the way of the personal touch and automate them. That's how we can create a #candidateexperience that's humane, and that makes brand ambassadors even of candidates who weren't selected. James Ellis Adam Gordon Jonathan Barth Ashu Dubey