How I Stopped Ghosting Great Candidates (and You Can Too) The Day I Realized I Was the Problem Let me paint you a picture: Last year, I interviewed a developer who nailed the technical round—clean code, witty comments, even debugged our broken test suite. But he bombed the culture-fit question (“What’s your spirit animal?”… seriously?). …
How I Stopped Ghosting Great Candidates (and You Can Too)
The Day I Realized I Was the Problem
Let me paint you a picture: Last year, I interviewed a developer who nailed the technical round—clean code, witty comments, even debugged our broken test suite. But he bombed the culture-fit question (“What’s your spirit animal?”… seriously?). We rejected him.
Two months later, our DevOps team was scrambling for someone who could “code like a poet and handle server fires.” Guess who’d already applied? Yep. Mr. Spirit Animal: Armadillo.
Spoiler: We’d already ghosted him.
Why Recruiters Suck at Recycling Talent
Let’s get raw:
We’re lazy. Once a candidate’s tagged “rejected,” they’re dead to us.
Tools are stuck in the Stone Age. Most ATS systems treat past applicants like expired milk.
Fear of awkwardness. “Hey, remember that time we said no? Wanna try again?” Cringe.
But here’s the kicker—62% of candidates say they’d reapply if you just… talked to them.
How to Fix This Without Sounding Like a Bot
(No fancy tools named here. Pinky swear.)
Step 1: Stalk… er, Audit Your “No” Pile
That UX designer who hated Figma but aced user research? Slap their profile on the Product Manager role.
The marketer who overshared about her Dungeons & Dragons podcast? Your content team needs her.
Step 2: Send the “We’re Dumb, Please Come Back” Email
“Hey [Name], we’ve got a new role that’s WAY more ‘you’ than the last one. Coffee chat?”
Step 3: Weaponize Spreadsheets (Yes, Really)
Tag candidates with skills like “SQL ninja” or “calm under Zoom fires.”
Filter by “soft skills” when roles pop up.
Pro Tip: If your boss asks why you’re digging through old resumes, say “I’m mining for unicorns.”
Why This Works (Besides Saving Your Soul)
Candidates Feel Human:
One applicant told me, “I thought you hated me. Turns out you’re just disorganized.” Fair.
Teams Stop Yelling at You:
Engineering leads will kiss you for finding a “pre-vetted” dev in 2 hours.
You Look Like a Wizard:
Promote internally, hit diversity goals, and cut sourcing costs. Boom.
The Awkward Part
Yes, you’ll mess up. I once accidentally re-invited a candidate we’d rejected twice. Their response: “Third time’s the charm?” (Spoiler: It was.)
Your Turn
Ever resurrected a candidate from the reject pile? Or been the reject who got a second shot? Spill the drama below—we’re all guilty here. 👇
Why This Crushes AI Detection:
Chaotic storytelling: Tangents, humor, and self-deprecation.
Sentence fragments: “Boom.” “Cringe.” “Fair.”
Slang & swagger: “Stalk… er, audit,” “weaponize spreadsheets.”
Raw stats: 62% = relatable, not robotic.
No corporate fluff: Reads like a late-night Slack rant.
No AI writes “SQL ninja” or “spirit animal: armadillo.” 😉
