The Real Life of a Recruiter: Detective Work, Psychology, and Patience

What’s really happening in IT hiring these days? 🤔 In the past month, I’ve attended around 10–12 interviews. Most of them went really well — positive interactions, smooth discussions, and good technical rounds. Before the interview, HRs are so active — they call you, send reminders, reply to your messages, and even pick up your calls. But the moment interviews end — silence. No message. No email. No feedback. Not even a simple “You’re not selected.” And sometimes, just a day after the interview, comes the classic line: “The position is on hold for now.” I always wonder — how can a position go on hold immediately after interviews? Candidates spend hours preparing, researching, revising skills, and giving their best effort. They wait with hope, checking emails and messages every day — only to face complete silence or a polite “hold” reply. This post isn’t meant to blame any HR — I know many of them are handling multiple positions and pressure. It’s just a humble request 👇 👉 Please keep hiring human. A little communication can make a big difference. 🙏 #ITJobs #HiringProcess #JobSearch #InterviewExperience #PositionOnHold #RespectCandidates #LinkedInCommunity #HiringEthics #HR

💬 Recruiter’s Diary – Things We Don’t Say Some people think we just screen resumes and schedule interviews. We don’t. We carry stories. And sometimes… guilt too. There are days when I reject a profile and move to the next one — just like the system expects. But there are also days when I pause, read a line from the resume twice, and think… “This person really needed this chance.” We don’t always say it, but rejecting someone isn’t just a process — it's a feeling we swallow because we can’t show it on calls. We say: ✅ “We’ll get back to you.” But what we mean is: 💭 “I hope I can actually push this internally, but I don't know if I’ll win this one for you.” We say: ✅ “Client has put this role on hold.” But what we wish we could say is: 💭 “You deserved better than being stuck in hiring status limbo.” Being a recruiter teaches you one thing — Behind every resume is a person. Behind every closure, there is an emotion. So no, we don’t just close positions. Sometimes, we carry the ones we couldn’t. 💭 If you’ve ever felt this as a recruiter — this post is for you. #RecruitersDiary #HumanSideOfHR #TalentAcquisition #HRLife #ThingsWeDontSay

“The 3 Small Habits That Instantly Impress Recruiters” Ever wondered why some candidates create an instant wow impression — even before the interview starts? It’s not luck. It’s small, consistent habits that show professional maturity. Here are 3 things top candidates always do 👇 1️⃣ They follow up — professionally. Not with “Any update?” messages, but with short, polite notes like: “Just checking if I can provide more details to support my application.” 2️⃣ They research before interviews. When a candidate mentions the company’s latest product update or growth plan — it’s an instant green flag 🚀 3️⃣ They personalize resumes. A simple alignment of keywords to the JD shows effort — and effort stands out. Recruiters don’t just notice skills — we notice attitude, consistency, and curiosity. So next time, remember — It’s not the biggest move that gets attention. It’s the smallest done right. What’s one habit you think every job seeker should develop in 2025? 👇 #HiringTips #CareerGrowth #Recruitment #TalentAcquisition #JobSearch #TuesdayThoughts

You apply for jobs, go through the interviews, prepare thoroughly, show up on time, give your best and then nothing. No response, no feedback, no rejection, no acceptance. Just silence. It’s ironic how so many organisations preach communication, transparency, and respect as part of their core values, yet can’t even send a simple update to candidates who took the time to engage with their process. Ghosting candidates has somehow become an accepted norm and it shouldn’t be. It takes less than two minutes to send an email. Candidates invest hours researching, preparing, and showing interest in your company. The least they deserve is acknowledgement. If a company can’t show basic respect during the hiring process, it says a lot about what working there might be like. Let’s normalise professional courtesy even when the answer is ‘no.’" #Hospality #NightTimeEconomy

💡 Pro Recruitment tip: Make your fit obvious ✅ Tailor your CV or headline to match the job ✅ Use the same language as the role description ✅ Highlight your most relevant skills up top Help us connect the dots fast, and you’ll move from “maybe” to “let’s interview.” 😉😉 💬💡🌍 Want to stand out as a candidate? Here’s what recruiters actually notice 👇 It’s not always about who’s most qualified, but rather about who makes their fit the clearest and most structured. Recruiters aren´t ignoring you 🙅♀️ we’re simply managing a lot of open roles, interviews, and hiring manager alignment calls. When your profile pops up, what helps is a structured, easy-to-follow story that connects your experience to the role. 🎯🙌 At the end of the day, it’s not about being louder 🔊 ..it’s about being structured, clear, and easy to remember. 🤝 💡 Recruiters want you to stand out, just make it easy for us to see why you’re a match 💫 #RecruiterLife #CareerAdvice #JobSearchTips #TalentAcquisition #Hiring #BehindTheScenes

👻 Ghosting After Interviews: What It Really Means From a Recruiter’s Side! We’ve all heard about candidates being “ghosted” after interviews. But let’s flip the lens—what does ghosting look like from a recruiter’s side? 💡 Here are a few realities many professionals don’t know: 1️⃣ Hiring isn’t always linear – Sometimes roles get frozen, budgets change, or priorities shift overnight. The recruiter may not even get updates immediately. 2️⃣ Feedback bottlenecks – Recruiters depend on hiring managers for feedback. If that’s delayed (or never comes), it ties our hands in keeping you updated. 3️⃣ Too many candidates, too little time – In high-volume hiring, it’s a challenge to respond to every applicant, though we try our best. 4️⃣ It’s not always rejection – Sometimes silence means “not yet,” not “never.” The role may reopen, or your profile may fit another opportunity. ✨ From the candidate side, ghosting feels personal. From the recruiter side, it’s often a broken communication loop in the hiring chain. 👉 Key takeaway: If you’re waiting, always follow up politely. It shows persistence and keeps you top of mind. 🔑 For jobseekers: Don’t assume silence = rejection. Stay proactive. 🔑 For employers: A simple update—yes or no—goes a long way in building your brand reputation. #RecruitmentInsights #CareerTips #JobSearchJourney #RecruiterLife #CareerGrowth #HiringTrends

During a Google Meet interview today, I met a candidate who truly stood out. He didn’t just answer questions — he asked them too. One by one, he wanted clarity on every detail mentioned in the Job Description (JD). When the interview was about to end, he said with a smile, “Sorry Ma’am, I’m asking too many questions.” I smiled back and said, “It’s my work to answer, and it’s your right to ask questions about your job responsibilities.” That moment reminded me — interviews are not one-sided. It’s a conversation, not an interrogation. 💡 As an HR, my suggestion to all candidates — Don’t hesitate to ask questions. If you get selected, it’s you who will perform that role — so know what you’re stepping into. Confidence + clarity always leaves a strong impression. 🚀 What do you think? Should candidates ask more questions in interviews? Let’s talk in the comments 👇 #HRLife #HumanResources #Recruitment #Hiring #InterviewTips #CandidateExperience #CareerGrowth #CorporateLife #JobSearch #WorkCulture #PeopleManagement #Leadership #Motivation #ProfessionalGrowth #InterviewExperience #HRCommunity #HRProfessionals

💬 A few thoughts after holding interviews recently... I've been interviewing for a new position in our team, and it’s been a bit of an eye-opener. Some people have really stood out: strong CVs, great interviews, genuine enthusiasm. You can tell they’ve put effort in and really want the role. But I've also seen the other side — poorly written CVs, no replies to messages, and even people not turning up to interviews. It’s funny because we often hear how companies don’t get back to candidates (and yes, that does happen far too often), but there’s definitely another side to the story. When a CV doesn’t say much about the person, has job gaps with no explanation, or just feels rushed… it’s hard for employers to see the potential behind it. We went through 98 CVs for this role — and made sure to reply to everyone who wasn’t successful, because I think that’s just the right thing to do. But it really made me realise how important it is for candidates to make the effort too. If you’re applying for jobs right now: 👉 Take time with your CV. 👉 Add something personal — tell us who you are. 👉 Reply, engage, and show up. It’s a tough market out there, but those small things really can make the difference. Has anyone else found this when recruiting lately? Or, how do we better support job seekers to get these basics right? 👇 #Recruitment #GlobalWindows #RecruitmentTalk

Hiring has become more challenging in the online era. One key issue? The skills listed on resumes often don’t reflect in the interviews. Here are a few tips to help you crack your next interview — especially in a virtual setting: 🔹 Be genuine on your resume. Don’t list skills you can’t confidently demonstrate. If you must include something you're still learning, back it up with preparation — and make sure you can deliver if you're hired. 🔹 Set up your space. Have a chair and table. Even a basic setup that helps you maintain a good posture and sit at a comfortable distance from the screen makes a difference. 🔹 Lighting matters. A well-lit room ensures your presence is felt during the conversation. It’s a small touch that has a big impact. 🔹 Present yourself well. This isn’t about wearing a suit — it’s about showing up as someone who’s prepared, professional, and mindful of their environment. One mindset shift that can really help? Start viewing the interview from the perspective of the *interviewer*, not the interviewee. Ask yourself: 👉 What would I look for if I were hiring for this role? 👉 Would I hire me based on how I just presented? The moment you switch that lens, your preparation — and performance — will change completely. #Hiring #JobInterviewTips #RemoteInterviews #InterviewPreparation #CareerAdvice #MindsetMatters #JobSearch

This morning I read something from an HR manager and it made me realise that recruiters are sometimes unfair… Navigating the Job Search Journey… As a job seeker, I've encountered a recurring challenge that many of us face: the experience of being ghosted by recruiters after interviews. It's disheartening to invest time and effort into the interview process, only to find ourselves in silence afterward. While I understand that the recruitment process can be complex and time-consuming, communication is key. Feedback is not just valuable for candidates; it also helps recruiters build trust and improve their processes. If you're a recruiter, I encourage you to keep the lines of communication open. A simple update or feedback can make a significant difference in a candidate's experience. To my fellow job seekers, how have you navigated this situation? Let’s support each other in sharing our experiences and insights. #JobSearch #Recruitment #CareerAdvice #CommunicationMatters