In this lesson, we will address the subject of candidate ghosting. Ghosting is mostly known in online dating when your potential future half never shows up. However, the term has recently become very popular in the recruitment arena – when candidates make an appointment for a recruitment interview and never show up or suddenly stop communicating – they simply disappear. Candidate ghosting has been on an emerging trend since the start of the COVID-19 pandemic. Indeed, at least 77% of employers have reported being ghosted by candidates in the last year.

In this article, I will cover the second biggest mistake you definitely want to avoid when hiring people: Subjectivity. In fact, not doing your best to minimize subjectivity in the hiring process may lead your company to face legal trouble with the E.E.O.C. But the most damaging consequence of not optimizing objectivity in talent acquisition is, simply stated, a very low success rate in the process - hence, a lot of money, time and energy wasted.

The third lesson we learned is related to the biggest mistake one can make in selecting potential employees. Of all the mistakes we have made and observed, this is by far the biggest, most lethal one. You might have observed (at least once) that a "high potential"candidate would look great during the recruitment interview, only to appear very different a couple of months later. What happened? In order to understand what might have happened, we need to look at the definition of the word "personality."

The second lesson we learned in the last few years is that if you do not make an active use of all available social media, you will be considered by many candidates as old fashioned, and not worth to be contacted.

The 10 Lessons I learned from evaluating, testing and selecting over 56,000 applicants in the last 10 years.