How to deal with ghosts (in the job search)

Let's talk about a topic that's unfortunately all too common in the hiring process: ghosting.

You put your all into your application, spent hours practicing, and aced the interview, only to be met with crickets.

Not only is this annoying, but it also wears you out emotionally.

So let’s break down what to do when you think you’ve been ghosted!

First, things first: It’s a reflection of the company or your job search strategy NOT you as a person

It’s easy to let being ghosted move you into self-doubt.

But that is literally useless.

If a company is ghosting it's either a sign it's not a communication style you would want to work in.

Or you need to change your strategy.

It has nothing to do with you as a person.

You are still the same smart, kind, patient individual you were before you got ghosted.

On to what to do

Always, always, always follow up after every interaction.

And not the generic “thanks for your time”

Include a couple of points of what you discussed, why you’re excited, and what you know about them/the company.

This thank you note should not be able to be sent to just anyone.

And before you send an email, make sure Streak is downloaded.

This will let you see when an email was opened.

If you haven’t heard back after 3-4 business days

Send another follow-up note addressing another point of what excited you about the convo you had.

Offer to provide additional time or information.

If you haven’t connected on LinkedIn yet, now is the time.

You want your name to appear in their life as much as you can to get their response.

My final strategy: On your third follow-up use this phrase

“This is the last time I’ll follow up”

Humans are funny creatures.

Once we are put into urgency/finality, we move into action.

Still no response?

Now go back and analyze your notes, emails, and messages.

Look at the data.

Is there something you can change with what you’re saying in emails?

What stories did you share in the interview?

What did the culture seem like at the company?

By analyzing what happened, you can move into action.

Is there something you can look out for to weed out this type of company culture?

What can you change in your process?

Last mindset shift

The name of the game is to get as many no’s or ghosts as you can.

The issue is that candidates often do nothing at all for fear of hearing no

So there is still hope.

But they also have no opportunity to hear a yes.

By moving towards gamifying getting no’s, you are putting yourself out there.

And then you can use this as data to see where you need to refine your strategy.

Are you getting no’s at the hiring manager call? After the presentation? Or maybe you can’t even get an informational interview?

• THIS IS DATA
   
• This points you in the direction of where you need to hone in on
   

So yes, collect as many no’s or no responses as you can

Teal  has been so helpful in keeping track of when was the last point of contact with a company.

And then set dates to follow up with the company.

Without a tool like this, it’s easy for things to fall through the cracks.

The chrome extension is also great because it lets you quickly add it to the tracker and keep going.

Note this is a referral link.