Young, Inexperienced HR People and Ghosting A Potential Candidate "Human Resource Bozos" Part 2

I ran into a colleague recently who was looking for a position in an industry she had a great deal of knowledge about. She expressed so many concerns to me about the people that were interviewing her and how they made her feel. Most of them were very young, their knowledge about the position they were interviewing for was scripted, but her biggest concern was her age, I thought "why would that be such a big issue"? During multiple interviews she was asked about her experience, she would refer to specific dates and positions, the interviewer would giggle or make a comment about that was a long time ago. Another interviewer was not engaged with the interview and she could hear the young woman putting away dishes during the interview, and kept repeating the same questions she had already asked. 

This absolutely infuriated me! Why do companies hire college graduates with zero to very little experience recruiting. If you are young and are offended by this blog send me an email robertvillaneba1@gmail.com and we can discuss this in more detail, make sure you have a large box of tissue near by because you are going to need it.

It is not advisable to hire less than experienced Human Resource employees, younger people may lack the experience, knowledge, and maturity needed to successfully manage the complexities of an HR role. Additionally, they may not have the necessary skills to effectively interact with job applicants and provide constructive feedback. Finally, hiring someone young for an HR position may be seen as a lack of commitment to the organization and could lead to a lack of respect and trust from employees.

"Ghosting" candidates, what the hell is wrong with companies allowing their lousy recruiters to "ghost" people? This shows the lack of follow up, process and training the recruiter received, it also promotes a negative image about how the company treats prospective and possibly current employees.

"Ghosting is very unprofessional and can have a significant impact on a candidate's feelings and outlook. It could lead a candidate feeling devalued and disrespected, and can leave a lasting negative impression of the company. It could also lead to the candidate feeling less motivated to apply to other positions with the company in the future and could create a negative public image of the company among other potential applicants.