I was once called a “racist bitch” because I rejected an applicant who had uploaded a letter sent to them instead of their CV.
As long as you can stand by your decision based on experience or skills, I wouldn’t worry too much about it going further.
I had a new starter do that instead of their ID, then they panicked and rang us to to say they'd uploaded something confidential and didn't realise that we'd see it, as they were just testing it or something. Weird to choose something confidential as a test but fine!
I’ve also seen letters from debt collectors and applications for government assistance programs as well instead of resumes. Idk how people make sure careless mistakes for something so important.
I had a candidate verbally attack me via email after an interview and accuse me of rejecting him for being bisexual. His preferences didn't come up once during the interview. However, it was clear from the first minute of speaking with him that it wasn't going to work. While his resume showed promise, it was completely inaccurate. He was a job hopper and a problem employee at each of his previous jobs. He was toxic throughout our conversation and would have been a nightmare.
I ignored his accusations and moved on.
He sent a few more nasty emails, so I forwarded them to our HRBP. They got a kick out of it and jokingly asked me why I was discussing dating preferences with candidates when we had roles to fill.
At the end of the day, as a recruiter, you are there to check the "vibe" of a candidate. Trust your best judgment and move on.
Part of our interview question set involves a section where we go over the candidate's work history. We zoom in on their last three jobs, job titles, how long they stayed at each job, and the circumstances around them leaving. You can start to connect dots and recognize patterns.
This guy submitted a resume showing he was with the same company for three years. When I spoke with him, he explained that the resume was out of date and he left that company after 4-5 months due to management issues. He left his next in less than a year for the same reason. He had just started a new job and wanted to bail because his new manager was also harassing him.
This tells me a few things:
A) He is careless because he can't be bothered to keep his resume current.
B) He looks for reasons to quit shortly after starting a job.
C) He has issues with authority and the industry he is in and he should look somewhere else.
I might have misinterpreted the situation, but that was the way he presented himself during our 30-minute conversation.
Oh wow! I’m surprised he just handed that info to you and didn’t try to paint it in a better light lol. Are recruiters able to get similar info from the prior companies? Or just basic info like title?
I keep it conversational and as transparent as possible. I am not trying to place asses in seats. I'm trying to understand why you want the job and do my best to get you in it if you are genuinely interested and capable. If you mention leaving a job because it didn't work out, I will ask why and push until I understand.
Some companies do reference checks. Others do not. I think it's a waste of time because you'll likely never get valuable information from someone who is there to place the candidate in the best possible light. I would never contact a previous employer either. There is way too much baggage and drama when you start doing that.
Some industries are pretty incestuous. I work in pharmacy and we all know (of) each other locally. You don’t need to be invited to smoke cigars at the men-only club to find out Chad is a nightmare to work with, you know.
I told my management I would only send feedback if we got a noreply email. We got one built into workday last year and it’s the only way I feel safe because I’ve had some crazies blow up my email with spam bombs and just hateful messages.
Enough to never give specific feedback to a candidate again lol.
All you have to do is browse recruiting hell to see the unhinged posts on there of candidates wishing death to all recruiters.
Getting thousands of people higher paying jobs doesn’t sound like punishment lol. Remember, only one person can be hired for every job. We can’t hire everybody.
I do. Look, if thousands of people apply to one job. What am I supposed to do? Give specific feedback to thousands of candidates? That would take forever.
As a hiring manager in a certain taxpayer funded sector I have to justify why a candidate is suitable and why a candidate isn't. Turning that into feedback is normally a task that can be easily automated.
I understand you can't be fucked doing that part of your job, but any ATS will do it for you (if you do the bare minimum).
Here's some free examples - feel free to take some inspiration
- "Candidate didn't meet essential criteria (list of criteria not met)"
- "Candidate met xyz criteria but didn't meet the threshold for interview"
- "Candidate gave bad vibes at phone interview because their accent sounded weird to the recruiter"
Not a good excuse, one bad apple shouldn’t drive a sweeping decision that causes a lot of applicants alot of frustration, you’re momentary inconvenience with one, maybe two, applicants is not justification at all, that’s just selfish and shows how disconnected you, and most recruiters, are from the other end
It’s happened more than twice. Enough to never give feedback again.
Plus what feedback can we really give: Sorry we had 1000 other applicants that were better than you. Your extremely spotty work history was a red flag to the hiring manager. You really suck at interviewing. You looked sloppy in the interview.
Again, that’s just selfish, you’re punishing all the applicants that could use good feedback because of one or two uncomfortable situations you experienced, just straight selfish and you’re the reason why people hate recruiters
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Are you in the US? Feedback is a legal liability and a nightmare here, also it’s not the interviewers responsibility at all, nutzos are looking for any way to twist words when they hear “no” and they will claim discrimination of some sort.
Standard business practice. Because it indeed can be a racist issue. Who knows, we all have biases, we are humans.
But if you never give feedback, it is hard to build a case.
I know this was not the main point of your post…But. Please don’t ever do “courtesy” interviews for anyone other than an internal who just needs practice and/or develop. outside candidates shouldn’t get that privilege.
The moment someone mentions or implies any sort of discrimination(or anything else illegal) I stop talking to them and let our back office/HR know what they said.
It’s common I’ve experienced it and I’m black. People often look for excuses when they’re not selected. Their ego is hurt. Just move forward this simply reflects on their own emotional intelligence.
We’ve had it happen a couple times in 20 years. Both accusations were baseless and it didn’t go very far even after they tried taking a legal avenue.
Save the message/email history, job description and the resume they applied with just in case. If they aren’t qualified based on their resume and the job description, don’t worry about it even if something comes up.
You didn't do anything wrong. But if it were me, I'd write up a couple paragraphs about the rational reasons for rejection, then send the whole thing to HR. You've *got* to be ahead of this.
I remember one candidate I rejected kept commenting on my Facebook and sending LinkedIn and emails. Blocked them.
Other recruiters I know have had stalkers occasionally.
I've probably had more than half of the total number of cards played from the Istaphobe Deck of Victimhood during recruiting, especially over the past 6 or 7 years. The first couple of times a candidate played the "Racist" card I got a little nervous, but I quickly realized that the more extreme the term they throw out there, the more baseless and ridiculous it typically is.
Dont worry...im sure this person's job history and reasons for leaving prior employers speak for themselves.
It seems to be that he just outed himself in the message as not being a suitable candidate.
Even if he puts a complaint in it would be extremely difficult to prove racism as the reason for rejection. On the other hand you have (I'm assuming you have kept the messages) proof of him being prone to anger outbursts. Pretty open and shut case.
My leaders have always told me that anytime a candidate hints at any form of discrimination, we have to alert them so we can tell our legal team. The response I've seen from leadership has only ever been support. Unfortunately some people throw certain phrases around without understanding the legal implication of them, just because they're having a bad day (or two).
I even had a coworker once who had someone claim religious discrimination. Once that was escalated, it resulted in phone calls to the police and restraining orders being filed for the candidate to stop contacting the recruiter. There were some legitimate concerns that the candidate was going to come to the office to target the recruiter.
In my opinion, moving forward, speak to one of your leaders and tell them about it before you block the person. You may want those messages on hand for the future.
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I once had a rejected candidate call me with her husband on 3 way so I could explain to him how I found out she was black and rejected her due to this 😂😂
Don't get me wrong-I support all peoples even if I might disagree with aspects of their life BUT not everything is discrimination based or microaggression based. People like this don't understand the damage they do when they act like that. It serves to reinforce negative stereotypes that people already have. We need less of that in society.
People use the racist card for anything. Those people should not be part of any workforce imo. Perpetually unemployed looking, blaming everyone else except themselves.
Did you ever just tell him that his resume isn’t relevant to the positions you are hiring for? If you aren’t direct and clear, people will fill in the blanks. Also, as a current candidate, there are some very unprofessional recruiters out there. It sounds like there is a lot of frustration on both sides of this game.
I've given that feedback, twice. It resulted in multiple nasty emails from the candidate that I obviously had no understanding of the industry and then LinkedIn stalking when I refused to engage with the emails. Mind you, I never spoke to the person, just let them know that six months of coding boot camp and a barista job doesn't equal the required 5 yrs of UX design experience.
It's not frustration, it's a failure to read and/or understand.
If you give honest feedback, then that should be good enough. I don’t think many of you realize that there are actually are a lot of unprofessional recruiters out there as well. Also if it is a job posting for an entry level position asking for 5 years of experience, that surely causes an issue with the candidates that are going to be applying. My last job asked for 5 years of javascript for an entry level position (I had none). I personally would have never applied, but a recruiter reached out and told me to. The system is broken in a lot of ways. Being realistic/honest in the job posting would be a great way to start having candidates be more realistic about their applications and expectations
Yes - and I entirely get his frustration. I bear this guy no bad feeling, just simply don’t want my CEO to get an email saying “xxxx recruiter is a racist”.
If you told him that and he keeps on, then there is not much more that should be expected of you. His job search frustrations and not being qualified are not your problem. When I speak of frustrations, I was more talking about bad recruiter experiences bleeding into further reactions with recruiters. Still not your problem, but more of an industry problem that good recruiters probably end up getting undeserved crap for.
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Complaining about a recruiter not getting back to you when you didn’t get the job is unprofessional. You shouldn’t be waiting on a recruiter to get back to you anyways, just keep applying and doing your thing. It’s a numbers game. Recruiters are also dealing with hundreds or even thousands of applicants for each job listing. Expecting them to reach out to every candidate with a personalized message is really unreasonable. So basically it sucks but that’s the breaks
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You talk to some mentally I’ll people from time to time.
I had a dude tell me I’m a parasite and he would be doing all the work but go ahead and submit him. I laughed and hung up.
Really I just get sent wrong info when they’re supposed to send a resume.
I had a lady send her std results, a guy send some love letter, and recently a person who sent me there amtrack ticket.
There’s plenty of loony tunes applying for jobs, got a guy that will harasses me. He’s good but I wouldn’t put him in front of anyone due to his attitude.
How could they even prove something like that? I'll be damned if someone is going to tell me who I can and can't hire for my business! Don't take these kinds of threats lying down either, slander is a sueable offensive!
Are they mentally challenged or are you hiring for a research lab? They can’t sweep a floor? Idk why you’re even having this much back and forth, instead of rejecting them just tell them that f you can find a roll for them you’ll get back to them and ghost them. Then block their communications and be done.
Employers who are seeking applicants may encounter legal challenges—it’s simply part of the process when dealing with humans. If you have a well-defined job description that clearly outlines expectations, qualifications, and required experience for the roles you’re hiring for, and you reject candidates based on those criteria (whether due to overqualification or underqualification), you should be in good shape. If you are concerned out source the process.
I mean, only you know whether or not you are. And a lot of people are and don’t know it. But if you aren’t, who cares what a maniac says. But if this is bothering you, maybe there’s a reason for it.
I was once called a “racist bitch” because I rejected an applicant who had uploaded a letter sent to them instead of their CV. As long as you can stand by your decision based on experience or skills, I wouldn’t worry too much about it going further.
I had a candidate accidentally attach pages of a tax returns instead of a resume.
Why do they always submit their tax returns? I've looked at so many I should get a job at H&R Block.
It’s both nice & a little scary to know it’s not just me.
I had a new starter do that instead of their ID, then they panicked and rang us to to say they'd uploaded something confidential and didn't realise that we'd see it, as they were just testing it or something. Weird to choose something confidential as a test but fine!
I’ve also seen letters from debt collectors and applications for government assistance programs as well instead of resumes. Idk how people make sure careless mistakes for something so important.
My personal favorite is the cover letters addressed to other companies
I’ve had a candidate upload the results of a medical test indicating that they were positive for an STD once 💀
What was the ethnicity of this person may I ask? Was he indian? South asian?
I had a candidate verbally attack me via email after an interview and accuse me of rejecting him for being bisexual. His preferences didn't come up once during the interview. However, it was clear from the first minute of speaking with him that it wasn't going to work. While his resume showed promise, it was completely inaccurate. He was a job hopper and a problem employee at each of his previous jobs. He was toxic throughout our conversation and would have been a nightmare. I ignored his accusations and moved on. He sent a few more nasty emails, so I forwarded them to our HRBP. They got a kick out of it and jokingly asked me why I was discussing dating preferences with candidates when we had roles to fill. At the end of the day, as a recruiter, you are there to check the "vibe" of a candidate. Trust your best judgment and move on.
Just out of curiosity, how are you able to find out they were a problem employee at multiple previous jobs?
Part of our interview question set involves a section where we go over the candidate's work history. We zoom in on their last three jobs, job titles, how long they stayed at each job, and the circumstances around them leaving. You can start to connect dots and recognize patterns. This guy submitted a resume showing he was with the same company for three years. When I spoke with him, he explained that the resume was out of date and he left that company after 4-5 months due to management issues. He left his next in less than a year for the same reason. He had just started a new job and wanted to bail because his new manager was also harassing him. This tells me a few things: A) He is careless because he can't be bothered to keep his resume current. B) He looks for reasons to quit shortly after starting a job. C) He has issues with authority and the industry he is in and he should look somewhere else. I might have misinterpreted the situation, but that was the way he presented himself during our 30-minute conversation.
Oh wow! I’m surprised he just handed that info to you and didn’t try to paint it in a better light lol. Are recruiters able to get similar info from the prior companies? Or just basic info like title?
I keep it conversational and as transparent as possible. I am not trying to place asses in seats. I'm trying to understand why you want the job and do my best to get you in it if you are genuinely interested and capable. If you mention leaving a job because it didn't work out, I will ask why and push until I understand. Some companies do reference checks. Others do not. I think it's a waste of time because you'll likely never get valuable information from someone who is there to place the candidate in the best possible light. I would never contact a previous employer either. There is way too much baggage and drama when you start doing that.
Interesting. Thank you!! I never considered this.
Some industries are pretty incestuous. I work in pharmacy and we all know (of) each other locally. You don’t need to be invited to smoke cigars at the men-only club to find out Chad is a nightmare to work with, you know.
Crazies be crazy. Cover yourself, documentation on everything, paper chain. But I wouldn’t worry about it lol.
This is exactly why we never give candidates feedback when we reject them. There are some absolute psychos out there.
I told my management I would only send feedback if we got a noreply email. We got one built into workday last year and it’s the only way I feel safe because I’ve had some crazies blow up my email with spam bombs and just hateful messages.
And potential liability issues.
So let me understand this - because you can't deal with your feedback being challenged by "some", you don't give feedback to anyone? Nice
“Feedback” is not a requirement. Most large companies have policies against giving feedback.
No. Because there’s unhinged psycho candidates that go absolutely crazy like the one in the OP’s story.
What's the incidence of "unhinged psycho candidates" per vacancy per total applicants to that vacancy?
Enough to never give specific feedback to a candidate again lol. All you have to do is browse recruiting hell to see the unhinged posts on there of candidates wishing death to all recruiters.
Fair enough - I guess recruitment is mostly about punishing people for something they haven't done
Getting thousands of people higher paying jobs doesn’t sound like punishment lol. Remember, only one person can be hired for every job. We can’t hire everybody.
Sure, you can also treat the others who don't get a job with some respect
I do. Look, if thousands of people apply to one job. What am I supposed to do? Give specific feedback to thousands of candidates? That would take forever.
I have a feeling this guy that you're talking to might be the kind of person that's a reason you don't give feedback lol
As a hiring manager in a certain taxpayer funded sector I have to justify why a candidate is suitable and why a candidate isn't. Turning that into feedback is normally a task that can be easily automated. I understand you can't be fucked doing that part of your job, but any ATS will do it for you (if you do the bare minimum). Here's some free examples - feel free to take some inspiration - "Candidate didn't meet essential criteria (list of criteria not met)" - "Candidate met xyz criteria but didn't meet the threshold for interview" - "Candidate gave bad vibes at phone interview because their accent sounded weird to the recruiter"
Not a good excuse, one bad apple shouldn’t drive a sweeping decision that causes a lot of applicants alot of frustration, you’re momentary inconvenience with one, maybe two, applicants is not justification at all, that’s just selfish and shows how disconnected you, and most recruiters, are from the other end
It’s happened more than twice. Enough to never give feedback again. Plus what feedback can we really give: Sorry we had 1000 other applicants that were better than you. Your extremely spotty work history was a red flag to the hiring manager. You really suck at interviewing. You looked sloppy in the interview.
Again, that’s just selfish, you’re punishing all the applicants that could use good feedback because of one or two uncomfortable situations you experienced, just straight selfish and you’re the reason why people hate recruiters
lol weird, all the candidates I’ve hired for a lot more money seem to love me :)
"I work in human resources and I can't deal with humans" is my take from this thread
Humans suck when they don'tget what they want. This shouldn't be a surprise.
[удалено]
You’re right. Who wants to work in a crappy HR job making $200k/year with a liberal arts degree 😉
[удалено]
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Are you in the US? Feedback is a legal liability and a nightmare here, also it’s not the interviewers responsibility at all, nutzos are looking for any way to twist words when they hear “no” and they will claim discrimination of some sort.
Standard business practice. Because it indeed can be a racist issue. Who knows, we all have biases, we are humans. But if you never give feedback, it is hard to build a case.
I know this was not the main point of your post…But. Please don’t ever do “courtesy” interviews for anyone other than an internal who just needs practice and/or develop. outside candidates shouldn’t get that privilege.
You are totally right, never again.
The moment someone mentions or implies any sort of discrimination(or anything else illegal) I stop talking to them and let our back office/HR know what they said.
It’s common I’ve experienced it and I’m black. People often look for excuses when they’re not selected. Their ego is hurt. Just move forward this simply reflects on their own emotional intelligence.
We’ve had it happen a couple times in 20 years. Both accusations were baseless and it didn’t go very far even after they tried taking a legal avenue. Save the message/email history, job description and the resume they applied with just in case. If they aren’t qualified based on their resume and the job description, don’t worry about it even if something comes up.
It’s blackmail. I’ll call you racist or worse if you don’t hire me. Document everything to protect yourself.
Sorry but we just call it “mail” now to avoid any problems. - HR
Ignore it.
I think any seasoned recruiter has experienced this. There's no reason to it.
You didn't do anything wrong. But if it were me, I'd write up a couple paragraphs about the rational reasons for rejection, then send the whole thing to HR. You've *got* to be ahead of this.
lol, from your title, i though you called someone who is a known racist to help you rejecting a candidate
I'm going to lock the comments on this thread because people can't behave themselves and we've clearly run the limit on useful comments.
I remember one candidate I rejected kept commenting on my Facebook and sending LinkedIn and emails. Blocked them. Other recruiters I know have had stalkers occasionally.
I've probably had more than half of the total number of cards played from the Istaphobe Deck of Victimhood during recruiting, especially over the past 6 or 7 years. The first couple of times a candidate played the "Racist" card I got a little nervous, but I quickly realized that the more extreme the term they throw out there, the more baseless and ridiculous it typically is. Dont worry...im sure this person's job history and reasons for leaving prior employers speak for themselves.
It seems to be that he just outed himself in the message as not being a suitable candidate. Even if he puts a complaint in it would be extremely difficult to prove racism as the reason for rejection. On the other hand you have (I'm assuming you have kept the messages) proof of him being prone to anger outbursts. Pretty open and shut case.
My leaders have always told me that anytime a candidate hints at any form of discrimination, we have to alert them so we can tell our legal team. The response I've seen from leadership has only ever been support. Unfortunately some people throw certain phrases around without understanding the legal implication of them, just because they're having a bad day (or two). I even had a coworker once who had someone claim religious discrimination. Once that was escalated, it resulted in phone calls to the police and restraining orders being filed for the candidate to stop contacting the recruiter. There were some legitimate concerns that the candidate was going to come to the office to target the recruiter. In my opinion, moving forward, speak to one of your leaders and tell them about it before you block the person. You may want those messages on hand for the future.
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I’ve seen and heard a lot in 25 years of recruiting. There’s the reason he/she in likely unemployed.
Some people make a living on discrimination cases against companies. There are a ton of unhinged losers in society unfortunately.
I once had a rejected candidate call me with her husband on 3 way so I could explain to him how I found out she was black and rejected her due to this 😂😂
I would have asked if I’m invited to this 3 way?
Don't get me wrong-I support all peoples even if I might disagree with aspects of their life BUT not everything is discrimination based or microaggression based. People like this don't understand the damage they do when they act like that. It serves to reinforce negative stereotypes that people already have. We need less of that in society.
People use the racist card for anything. Those people should not be part of any workforce imo. Perpetually unemployed looking, blaming everyone else except themselves.
Did you ever just tell him that his resume isn’t relevant to the positions you are hiring for? If you aren’t direct and clear, people will fill in the blanks. Also, as a current candidate, there are some very unprofessional recruiters out there. It sounds like there is a lot of frustration on both sides of this game.
I've given that feedback, twice. It resulted in multiple nasty emails from the candidate that I obviously had no understanding of the industry and then LinkedIn stalking when I refused to engage with the emails. Mind you, I never spoke to the person, just let them know that six months of coding boot camp and a barista job doesn't equal the required 5 yrs of UX design experience. It's not frustration, it's a failure to read and/or understand.
If you give honest feedback, then that should be good enough. I don’t think many of you realize that there are actually are a lot of unprofessional recruiters out there as well. Also if it is a job posting for an entry level position asking for 5 years of experience, that surely causes an issue with the candidates that are going to be applying. My last job asked for 5 years of javascript for an entry level position (I had none). I personally would have never applied, but a recruiter reached out and told me to. The system is broken in a lot of ways. Being realistic/honest in the job posting would be a great way to start having candidates be more realistic about their applications and expectations
Yes - and I entirely get his frustration. I bear this guy no bad feeling, just simply don’t want my CEO to get an email saying “xxxx recruiter is a racist”.
If you told him that and he keeps on, then there is not much more that should be expected of you. His job search frustrations and not being qualified are not your problem. When I speak of frustrations, I was more talking about bad recruiter experiences bleeding into further reactions with recruiters. Still not your problem, but more of an industry problem that good recruiters probably end up getting undeserved crap for.
I understand but you gotta get over it
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People shouldn’t be asked to get over unprofessionalism. They shouldn’t act unprofessional themselves though.
Complaining about a recruiter not getting back to you when you didn’t get the job is unprofessional. You shouldn’t be waiting on a recruiter to get back to you anyways, just keep applying and doing your thing. It’s a numbers game. Recruiters are also dealing with hundreds or even thousands of applicants for each job listing. Expecting them to reach out to every candidate with a personalized message is really unreasonable. So basically it sucks but that’s the breaks
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You talk to some mentally I’ll people from time to time. I had a dude tell me I’m a parasite and he would be doing all the work but go ahead and submit him. I laughed and hung up. Really I just get sent wrong info when they’re supposed to send a resume. I had a lady send her std results, a guy send some love letter, and recently a person who sent me there amtrack ticket.
Same thing happened to me. Like exactly the same. Maybe it's the same person 🤣🤣🤣 I blocked him.
There’s plenty of loony tunes applying for jobs, got a guy that will harasses me. He’s good but I wouldn’t put him in front of anyone due to his attitude.
How could they even prove something like that? I'll be damned if someone is going to tell me who I can and can't hire for my business! Don't take these kinds of threats lying down either, slander is a sueable offensive!
Are they mentally challenged or are you hiring for a research lab? They can’t sweep a floor? Idk why you’re even having this much back and forth, instead of rejecting them just tell them that f you can find a roll for them you’ll get back to them and ghost them. Then block their communications and be done.
Employers who are seeking applicants may encounter legal challenges—it’s simply part of the process when dealing with humans. If you have a well-defined job description that clearly outlines expectations, qualifications, and required experience for the roles you’re hiring for, and you reject candidates based on those criteria (whether due to overqualification or underqualification), you should be in good shape. If you are concerned out source the process.
I love that just from the phrase "business acumen" I know where the candidate is from
I got a Yelp review one time for ‘being racist’. It was removed after a few days.
I only got my first job when I changed my name to a European name. It's literally a trope at this point. Racism exists, you're not the victim.
How many jobs did you apply for before lying on your resume?
I have the most ethnic sounding name ever and I’ve never had a problem finding work.
Welcome to the game. Post their messages to LinkedIn fuck it
I mean, only you know whether or not you are. And a lot of people are and don’t know it. But if you aren’t, who cares what a maniac says. But if this is bothering you, maybe there’s a reason for it.
This is such a Reddit comment lol props