News and Advice

Candidate Ghosting Company?

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According to the latest labour force statistics (i.e. provisional figures for May – July 2018) released on August 17 by the Census and Statistics Department (C&SD), the seasonally adjusted unemployment rate stood at 2.8% in May – July 2018. With this astonishing figure, there are more job openings than there are people looking for work, that then lead to ‘ghosting’, which candidates are bailing on scheduled interviews, in some other cases, some candidates are not showing up for their first day of work without any notification.


Why would the candidates do such a thing? Is it not the candidates’ responsibility to remain professional and courteous after signing the employment agreement?

The hiring process usually takes months to complete and can be lengthened depending on the seniority of the position. Beginning with posting job advertisements, interviewing candidates from different channels including recruitment agencies, post-interview paperwork, awaiting for candidates to serve for their notice period etc.


Let’s see some of the situations of why applicants and employees ‘ghost’:

“Employers almost never follow up after the interview to let candidates know that they didn’t get the job. So, they say, if employers can’t be bothered to show the smallest courtesy, why should the job candidate?”

“I have shared my abilities and provided previous track record to show I am a solid candidate and I am confident that a candidate or employee like myself has many other options.”

“Maybe they didn’t discuss compensation or benefits until the moment of contract signing, forcing candidates to re-think their application with the company on whether they are sincere enough when giving out the offer.”

“Businesses and people both exist to make money in general terms. If a better offer comes to me, I’m going to ignore the worse one, the same as the business would if a better offer than ME came along.”


During the recruitment process, communication is one of the key factors to build a good relationship with applicants or candidates, to ensure they understand the culture, values and prospects. Two-way communication helps both parties to understand what the expectations are and to ensure all parties are on the same page before proceeding to the next stage.


Here are some suggestions companies can embrace and practice to improve the recruitment process:

Interview process – Notify the full interview process to candidates. It worth what it is about the length of the interview process. The more experienced (intermediate or above) candidates may interview other companies, let them know upfront about the process for a better time arrangement.

Benchmark salaries – A good understanding of where your organisation sits in relation to the market is essential in order to set an effective reward strategy. This will enable you to recruit new employees at the right salary.

Compensate fairly – Many businesses have standardised compensation instead of rewarding by using meritocratic approaches. Treat your existing and potential employees with more flexibility. Don’t underpay and undervalue talent because of legacy processes. Because when you pay peanuts, you get monkeys.

Keep your offer transparent – To minimise or avoid time wasting, you should discuss the employment details like compensation, benefits and welfare at the beginning of the process.

Recognize their working motives – Are they result-driven or money-driven candidates? You need to understand them in order to think whether or not the candidate suits your company culture.

Even though we are in a digital world, face-to-face communication is still the key to express ourselves, grab hold of this opportunity to understand each other’s expectations and come out with a win-win solution.


Confused at what to say?

Applicates should either by email or phone call to thank for the opportunity for having an interview. Notify them that you are not moving on in the interview process and explain why (no need to get too specific if you don’t want to). Wishing them well in sourcing potential candidates and expressing you are opened for other opportunities that they have in the future.

This is a small world, you never know who someone is, or will become, and when you might encounter them again. Keep your professionalism, positive reputation and relationship! Afterall you don’t want to burn bridges!!! You can’t control someone else’s part of the interaction; you can only control yours — and do the right thing. And the right thing is to do is either show up for the interview or let the employer know that you don’t intend to. We could all do better. But let it start with you.

Campus talk in Hong Kong Baptist University


In Oct 2018, Mclaren Consultancy held a CV writing and Interview workshop in Hong Kong Baptist University with Master Student from International Programme.


Our consultants, Mr. Jason Fung and Ms. Maude Piegay have shared with the participants on how to give an in-depth and personalized experience in writing their CV, the importance of how to give an outstanding first impression during an interview and also how to tackle different types of interviews.


We are very glad to see the ambition of their great attitude towards job hunting, and this is a key step of success in their career.



Generation Z Characteristics


The next generation to be entering the workforce is Generation Z, they will now be facing working with Millennials.

The difference between the two is important to know in order to prepare your business, shift marketing, adjust leadership, and adapt recruiting efforts to stay relevant for the future.

Gen Z and Millennials have a lot in common, but there are many ways in which the two generations differ.


1. Money Driven

Generation Z may tend to look at security and money. This is a rational generation — they care about making a difference but are ultimately motivated by ensuring they have a secure life outside of work. As they were still young during the recession, which they may have seen their parent struggle to take on the financial hits. While millennials are often seen as more idealistic, and more motivated by purpose than cash.


2. More Competitive

Generation Z is said to be competitive and independent, they tend to work individually, and they want to be recognised by their own work so that their skills and abilities can shine through, instead of being judged as a team. This also refers to how their parents has taught them to work hard with reward to come at the end. However, Millennials are said to be cooperative and teamwork oriented. They want to work in an environment where inclusion is a priority, and where everybody works together to advance goals.


3. Multitask (More Than Millennials)

Generation Z is living in a connected world, they use different apps to stay in touch with the digital world by constantly updating their status. They tend to switch between different tasks and share immediate response, it is natural for them to pay attention to all kinds of stimuli. This can be perfect for a workplace that requires multitasking. Also they do not have such a strict division between work and home, which may change the workplace even more in the next few years.


4. More Entrepreneurial

Due to the independence and desire for financial success, Generation Z is more likely to want to start a business than millennials, as they are eager to driven themselves and willing to work hard to achieve their dreams. Therefore, they are likely to soak up as much knowledge as they can and take on many different challenges.


5. True Digital Natives

Generation Z, has been living in a digital world full of smartphones and free Wi-Fi for as long as they can remember. They easily switch between platforms and technologies and pick up new software in no time. This has become a nature habit for them when comes to technology compare to millennials.


6. To Be Cared For

Generation Z expects the workplace to meet their needs. They are similar to millennials in this way and are actually similar to the baby boomer generation. This attitude has an impact on the workplace.


There are significant intergenerational differences between millennials and young people who have just entered the workplace. Of course, every member of a generation is an individual and has its own unique characteristics, but remembering these summaries can help you prepare for a new generation of people to work the world.