CYMI (Part 1 Recap):
A few weeks ago, I got real about the trauma job seekers are carrying—especially in marginalized communities. Ghosting, rejection, and endless applications aren’t just frustrating…they’re exhausting and can trigger real psychological symptoms like sleepless nights, hyper-vigilance, and self-doubt. Behind every “submit application” button is a human being, not just a profile.
Now in Part 2:
Employers, this one’s for you. The job search experience is in your hands too—and the way you treat candidates either adds to the harm or helps in the healing.
Here’s the thing:
- Ghosting ≠ professionalism. Greenhouse says 75% of job seekers never hear back. That silence is demoralizing. A simple “we’ve moved in another direction” is basic respect.
- Feedback = gold. When candidates invest time, energy, and hope, even a small note (“Try expanding on your STAR answers”) makes a difference. Candidates who get feedback are 4x more likely to reapply—even after rejection.
- Kind rejections build brands. Thoughtful responses—even referrals to another company—don’t just close the door, they leave candidates with dignity. And dignity sticks.
Look, I know HR is busy. We’re all stretched. But we’re also the ones setting the tone for our organizations. If we can’t model humanity in hiring, how can we expect it to show up in the culture later?
I’ve lived in the Lehigh Valley five years now, and one of the things I love most is how professionals here lift each other up. I’ve seen leaders help candidates find their next role even when it wasn’t with their own company. That’s not “soft”—that’s real strength, that’s culture.
Final thought:
We’re HR. We know better. And knowing better means doing better. One kind email, one thoughtful note, one moment of humanity—those small actions add up. Because at the end of the day, we’re not just filling roles. We’re shaping futures.
Let’s keep it 💯: be better than the ghost. 👻
Final Thoughts
Let’s be clear—this isn’t about dragging recruiters or the system through the mud (even though… it deserves a lil scrubbing). And it’s not about pretending we can fix decades of systemic issues with one kind rejection email or feedback line.
I get it. We’re all tired. Overworked. Underpaid. Burnt out like last week’s cafecito.
But seriously… where does the cycle stop and where does the healing start? We need to start somewhere!
Let it start with us! With HR.
It’s about being the HR pros, leaders, and people we needed back when we were job hunting in survival mode. It’s about using our seats at the table to pull up chairs for others—especially those whose resumes get skipped because of a name, an age, a pronoun, or a zipcode.
Like I always tell my teenager when she’s arguing with her little 8 year old brother—the baby (and yes, the baby boy can do no wrong, am I right? 🙄😂) JKJKJK…
“Mami, you know better. You’re older. Be/set the example.”
Well guess what, HR? We’re the middle child in this story.
We know better.
We should do better.
We’re the ones setting the tone, modeling the behavior, and reminding the whole house—I mean, company—how to treat people.
We represent the company—no doubt, front and center.
But behind the policies and polished emails?
We’re human first.
Let’s keep it 💯 – Today we’re reviewing the resumes… But tomorrow? We might be the ones hitting “submit application” on these 100+ job boards.
Let that sink in—not to scare you, but to ground you.
Let it humble you. But also light a fire in you.
Leading with both head and heart…. That’s the real HR flex.
Because at the end of the day? We’re not just filling roles.
We’re shaping futures. So, let’s do it with dignity, direction, and yes—damn good support.
