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Why IT intermediaries or recruiters ghosted applicants or rejected them without stating a reason

In the world of IT recruiting, applicants as well as IT intermediaries and recruiters face a variety of challenges. One of the most frustrating phenomena that many applicants face is so-called "ghosting" or receiving rejections without clear reasons. While this behavior may seem unacceptable, there are still some reasons that could explain why IT intermediaries or recruiters resort to such practices. In this article, we will shed some light on some of these reasons.

Large number of applicants: especially in the IT industry, the number of applicants to a job can be overwhelming. The flood of resumes and applications can lead to recruiters struggling to provide individualized feedback to each applicant. This sometimes leads to an impersonal approach where applicants are rejected without a specific reason.

Lack of time: recruiting is a time-intensive process that includes screening applications, interviewing, checking references, and arranging interviews. The heavy workload can lead to some IT recruiters or hiring managers taking shortcuts and ghosting applicants instead of taking the time to turn them down in person.

Uncertainty and caution: In some cases, IT intermediaries or recruiters are unsure how to evaluate an application or candidate. Instead of having a potentially awkward conversation, they may choose the easier route of ghosting or a meaningless rejection to avoid confrontation.

Job changes: Sometimes the requirements of a position change during the recruiting process. A position for which a candidate originally seemed well suited might suddenly require different criteria. In such cases, IT intermediaries or recruiters might be inclined to ghosted or reject applicants without justification to avoid having to deal with the complex changes.

Company policies: Some companies have policies that govern how they handle applicants. These might dictate that a certain number of applicants must be rejected without providing reasons. These guidelines could lead to ghosting behavior, which is considered inevitable by recruiting managers.

Regardless of the reasons, it is important to emphasize that ghosting or impersonal rejections can be a frustrating experience for applicants and can also damage a company's or recruiter's reputation. It is advisable for IT intermediaries and recruiters to rethink their processes and strive to maintain respectful and transparent communication with applicants.

In turn, it is helpful for applicants to realize that ghosting behavior is not always personal. It's challenging, but attempts to ask for feedback could shed light on the reasons for rejection in some cases.

Ultimately, the IT industry and its recruiting processes should strive to create a fair, respectful, and transparent environment for all parties involved to get the most out of the talent pool while promoting the reputation of the company and the industry as a whole.