Why internal TA teams struggle with candidate trust

The biggest mistake companies make? They forget that hiring isn’t just about filling a role-it’s about protecting and strengthening company culture. Because when your best people don’t feel valued, they don’t wait around. They leave. Your best people don’t just want promotions - they want honesty. I’ve seen this scenario play out over and over again: A company is hiring for a high-level leadership role-maybe a VP, maybe a C-level position. They bring me in for an external search, excited about finding "fresh talent" to take the company to the next level.   This individual has been with the company for years. They know the culture, the strategy, the challenges. They’ve been acting in the role unofficially for months, maybe even years. The board, however, wants to “see what’s out there” before making a final decision. The problem: They haven’t told the internal candidate. 👉 If they get the job, they feel undervalued—"Why wasn’t I trusted from the start?" 👉 If they don’t get it, they feel misled—"Was I ever really considered?" 👉 If the external hire struggles, resentment builds—"I could’ve done this job better." And often, the internal candidate walks. Not because they weren’t good enough. Not because they didn’t want to stay. But because leadership failed them. The Brutal Truth About Internal vs. External Hiring Companies think they’re protecting themselves by “benchmarking” external candidates. But what they’re really doing is breaking trust with their own people. - If an internal candidate is strong enough to compare externally, why aren’t they strong enough to be communicated with honestly? - If you’re just interviewing external candidates to justify promoting someone internally, you’re wasting everyone’s time. - If you’re already leaning toward an external hire, be upfront about it—don’t string along your internal team.  How To Handle Internal vs. External Hiring ✅ Transparency from Day One If an internal candidate is in the running, they deserve to know where they stand. Whether they’re being considered alongside external candidates or just being used as a “backup plan” (which is a terrible idea, by the way), clarity is non-negotiable. ✅ Set Clear Expectations If you’re conducting an external search, make sure your internal candidate understands: - Is this a real competition, or are they just there for optics? - What skills or experience would put them on equal footing with external candidates? - If they don’t get the role, will they have future leadership opportunities? ✅ Don’t Waste Time on Performative Searches If leadership already knows they want to promote the internal candidate, stop running external searches just to check a box. If you want to strengthen your leadership pipeline instead of losing your best people, let’s connect. #ExecutiveSearch #LeadershipDevelopment #TalentRetention #HighPerformanceLeadership #CultureMatters

🚨 Recruiters: Stop the "Cover Your Own Ass" Recruitment Practices 🚨 It’s time to address a major issue in recruitment—one that tarnishes our profession and erodes trust with candidates: Introducing new candidates to a process without full transparency about where things really stand (e.g., an offer going out, or already been extended to another candidate) isn’t just unethical; it’s unprofessional; IT’S BULLSH**!!! Picture this: You’re a recruiter, nearing the end of a tough search. You finally have a candidate poised for an offer after rounds of vetting and client indecision. But while trying to close the loop, you introduce a new candidate into the process as a backup—without telling them there’s already someone else at the finish line. 🤦♂️ This isn’t just unethical; it’s unprofessional. And it sends a loud message to candidates (especially HR, Talent Management, and Recruitment professionals): You have no idea what you’re doing. Here’s why this practice is a colossal mistake: 1️⃣ It Wastes the Candidate’s Time ⏳ Candidates invest time preparing, interviewing, and engaging with the opportunity. To knowingly lead them down a dead-end path is disrespectful and inconsiderate of their efforts. 2️⃣ It Damages Your Reputation 🔥 Recruitment is all about trust. When candidates feel misled, they’ll talk—on LinkedIn, Glassdoor, and in their networking circles. Credibility takes a hit, & so does your company’s employer brand. 3️⃣ It Shows a Lack of Transparency 🌫 Candidates deserve honesty. Telling them upfront that someone else is far along in the process demonstrates integrity and allows them to make an informed decision about whether to proceed. 4️⃣ It Reflects Poor Leadership 🚫 Allowing “cover-your-own-ass” recruitment practices to thrive shows a lack of accountability. If your team operates this way, it’s time to take a hard look at your values and priorities. 💡 Here’s the reality: Tough searches and challenging clients are part of the game. But that doesn’t justify misleading candidates to protect yourself or hedge your bets. In my shop, recruiters who pull this stunt more than once face serious consequences. Why? Because we refuse to look like amateurs who treat candidates as expendable. We put an idea in their heads that say: "Gee, if they this kind of dumb/unethical thing here, what other dumb/unethical things do they do?” We must hold ourselves to a higher standard. 🔑 To all recruiters out there: Be better. Own your process. Communicate with transparency. Earn trust—not at the expense of your candidates, but by treating them with the respect they deserve. YOU DESERVE TO CLOSE THE DEAL...AND CANDIDATES DESERVE HONESTY! Let’s raise the bar in recruitment. If you agree, hit that 👍 and share your thoughts. #RecruitmentEthics #TalentManagement #TransparencyMatters #RecruitersStopSucking #BeBetter

This has been a growing concern for quite some time and it's disappointing to see it validated in this report. As someone who's led global TA teams for years, I can tell you that ghost jobs do far more harm than good. It’s a short-term tactic with long-term consequences. I understand that sometimes requisitions get frozen, hiring plans change, or teams want to build a pipeline. But when job seekers take the time to apply, research your company, and hope for a real opportunity, only to find out the role was never open or already filled, it completely undermines trust. We can and should do better. Talent Acquisition leaders need to challenge this practice head-on. If a job is posted for future pipeline purposes or brand visibility, be honest about that. Don’t present it as an active opening. It leads to candidate frustration, damages your brand, and clutters an already chaotic job market. Candidates deserve transparency. And as recruiters and TA leaders, we owe it to both job seekers and our companies to maintain integrity in every touchpoint. #TalentAcquisition #RecruitmentEthics #EmployerBranding #CandidateExperience #HiringBestPractices #JobSearch #RecruiterLife #FutureOfWork #HRLeadership #TransparencyInHiring

Candidates aren’t just applying. They’re collecting clues. They scroll through job ads. Skim your About page. Google your Glassdoor reviews. Ask friends. Scroll again. They’re asking: • What’s it really like to work here? • Will I be supported, or left guessing? • Will leadership show up—or disappear after the interview? Here’s the problem: most companies leave too many of those questions unanswered. And when they do answer? The messages don’t always line up. A flashy EVP on the website. A cold auto-reply after applying. An engaging recruiter call. A confusing onboarding. Disjointed experiences break trust fast. Candidates remember every gap. And they’ll walk away before you even know their name. That’s why mapping your employer brand touchpoints matters. Every single interaction is a signal. Every email, tour, policy, and welcome moment adds up. Good or bad, it all speaks. I put together this one-pager to show how touchpoints shape trust. From shallow to deep. General to personal. Quick impressions to meaningful moments (see article in the comment). Because experience design isn’t just for customers. It’s the foundation of how people choose where to work. Want to build trust? Start with the experience. Because a great employer brand isn’t one single moment. It’s the sum of every moment, every message, and every person involved: TA, hiring managers, IT, onboarding buddies, everyone. Which touchpoint do you think gets overlooked the most? #employerbranding #candidateexperience #experiencedesign #designthinking

Let’s talk about authenticity in hiring. I’ve been interviewing dozens of candidates each month - many of whom are unemployed, disillusioned, or just exhausted by the process. And honestly? I don’t blame them. More and more, I’m hearing stories like: “The role I applied for doesn’t actually exist, they just wanted to build pipeline.” “They promised internal mobility, but all leadership roles are hired externally.” “It was advertised as remote… until I was told I’d be flying to in-person meetings.” The gap between what’s being promised and what’s actually being delivered in tech sales roles is staggering right now. Candidates aren’t just evaluating job descriptions, they’re dodging red flags and decoding spin. Let’s be real for a second: - You don’t have uncapped commission if average attainment is 40%. - You don’t have a “rocket-ship” if competitors are crushing you. - You don’t offer career growth if reps are stuck in roles for years without clear next steps. Bait and switch tactics don’t build trust, they break it. As a hiring manager, I feel a deep responsibility to show up with real transparency. I coach candidates through the interview process not just to assess if they’re right for the role, but to help them decide if the role is right for them. Because a job shouldn’t just check the boxes on paper. It should align with your values, your goals, and your truth. We can do better and we MUST do better - for the people putting their careers in our hands. 🔎 My advice for job seekers right now: - Ask about average quota attainment, not just OTE. - Ask how many people have been promoted internally in the last 6 months. - Ask to shadow a team meeting or talk to a peer. Trust your gut. If it sounds too good to be true, it probably is. Let’s make hiring human again. 💬 Job seekers and hiring managers: what red flags or honest moments have shaped how you evaluate opportunities today?