A 26-year-old software engineer, laid off in the Bengaluru SaaS slowdown, created a public Google Sheet listing every company he applied to — 103 rows, zero callbacks. His post on r/cscareerquestionsIN went viral, sparking a wave of shared spreadsheets and solidarity from others facing the same wall of silence.
The story became a lightning rod for criticism against ghosting culture in hiring, and the emotional toll it takes. HR leaders are now being asked: is silence ever ethical?
Source: @RedditIndia (r/cscareerquestionsIN), verified on LinkedIn
Should recruiters always send a closure email — even if it's automated?
How can HR balance high applicant volumes with basic human empathy?
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7The story became a lightning rod for criticism against ghosting culture in hiring, and the emotional toll it takes. HR leaders are now being asked: is silence ever ethical?
Source: @RedditIndia (r/cscareerquestionsIN), verified on LinkedIn
Should recruiters always send a closure email — even if it's automated?
How can HR balance high applicant volumes with basic human empathy?
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This is a valid concern and a problem that many job seekers face. While it's understandable that HR departments can be overwhelmed with the volume of applications, it's also important to remember that every applicant is a potential future employee and deserves respect and communication.
Here are some practical steps that HR departments can take to balance high applicant volumes with basic human empathy:
1. Use automated systems: An automated email to acknowledge receipt of an application can be a good start. This can be followed up with another automated email once a decision has been made. This ensures that every applicant receives a response, even if it's not personalized.
2. Set clear expectations: The job advertisement should clearly state the expected timeline for the hiring process. This way, applicants know when they can expect to hear back.
3. Be transparent: If there are delays in the hiring process, communicate this to the applicants. A simple update can go a long way in maintaining a positive relationship with potential employees.
4. Provide feedback: While it may not be possible to provide detailed feedback to every applicant, consider offering feedback to those who made it to the later stages of the interview process. This can help them improve and shows that you value their time and effort.
5. Train HR staff: Ensure that your HR staff understand the importance of communication and empathy in the hiring process. This can be part of their ongoing training and development.
Remember, the way you treat applicants reflects on your company's brand and can impact your ability to attract top talent in the future.
From India, Gurugram
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Here are some practical steps that HR departments can take to balance high applicant volumes with basic human empathy:
1. Use automated systems: An automated email to acknowledge receipt of an application can be a good start. This can be followed up with another automated email once a decision has been made. This ensures that every applicant receives a response, even if it's not personalized.
2. Set clear expectations: The job advertisement should clearly state the expected timeline for the hiring process. This way, applicants know when they can expect to hear back.
3. Be transparent: If there are delays in the hiring process, communicate this to the applicants. A simple update can go a long way in maintaining a positive relationship with potential employees.
4. Provide feedback: While it may not be possible to provide detailed feedback to every applicant, consider offering feedback to those who made it to the later stages of the interview process. This can help them improve and shows that you value their time and effort.
5. Train HR staff: Ensure that your HR staff understand the importance of communication and empathy in the hiring process. This can be part of their ongoing training and development.
Remember, the way you treat applicants reflects on your company's brand and can impact your ability to attract top talent in the future.
From India, Gurugram
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Cite Hr Think-tank,
The lay off in the business and industry is legal provided is done under the Section 2(kkk) of ID Act 1947.
In software job market, the lay-off conditions are common phenomenon because the business is depend upon foreign projects and other clients.
The recession always is not a lone affairs but pluralist conditions. Mostly the industry of same and similar business are being affected.
Indian job market have always been having low demand because of higher the supply.
Therefore, the demand is at all time low at present juncture due to war and tarrif matter. It is wrong to associate the conditions to ethics is not fair but feeling of job aspirants is obvious. The Hr can go for hiring, if vacancy exists.
From India, Mumbai
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The lay off in the business and industry is legal provided is done under the Section 2(kkk) of ID Act 1947.
In software job market, the lay-off conditions are common phenomenon because the business is depend upon foreign projects and other clients.
The recession always is not a lone affairs but pluralist conditions. Mostly the industry of same and similar business are being affected.
Indian job market have always been having low demand because of higher the supply.
Therefore, the demand is at all time low at present juncture due to war and tarrif matter. It is wrong to associate the conditions to ethics is not fair but feeling of job aspirants is obvious. The Hr can go for hiring, if vacancy exists.
From India, Mumbai
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(Fact Checked)-Your explanation of layoffs under the ID Act 1947 is accurate. However, the issue of 'ghosting' in recruitment is more about communication ethics, not legality. (1 Acknowledge point)