HAVE YOUR SAY! Job seekers deserve transparency and accountability in recruitment—it’s time to demand better! Raise your voice for change and COMMENT BELOW! 👇
Job seekers invest enormous time, energy, and hope into applying for jobs and attending interviews, only to be often left in the dark.
Ghosting has become a norm—applicants are left hanging and candidates who make it through multiple interviews often receive no updates.
Who holds recruiters accountable? The answer is no one.
Collectively, job seekers are an enormous group - sometimes made up of you and me. But, while they are large in number, they are small in voice, fearing retribution for being outspoken.
While government and industry bodies turn a blind eye, job seekers face real financial and mental impacts. It's not pretty.
👉 It’s time for change.
Here are four ways we can build accountability in recruitment. You may have some others...
1️⃣ Recruiter contact details to be listed on all job posts
Recruiters should be reachable. Personal contact details should be mandatory on all job listings. A name and contact number would make a huge difference, shifting recruiters out from behind anonymous “Talent Acquisition Team” accounts. It would also help clean up duplicate and fake job listings.
2️⃣ Mandatory feedback for all applicants
Ghosting is unacceptable, and generic rejection responses are not enough. Yes, there are many applicants, but with today’s AI-centric technology, providing specific, helpful feedback shouldn’t be optional. AI is widely used to filter candidates—surely it can also provide meaningful rejection feedback to help candidates improve.
3️⃣ Real remuneration data, real transparency
Every job post should display the pay range. Transparency isn’t a bonus—it’s essential for fairness and helping candidates make informed decisions. Surely recruitment shouldn't be a like a game of poker.
4️⃣ Publish reasons for job ad closure
Platforms like Seek, Indeed, and LinkedIn already prompt recruiters for a reason when closing a job ad (external hire, internal hire, cancelled, etc.). Why not make these reasons visible to applicants? This simple change would prevent the ambiguity that leaves candidates guessing. Reasons for Closure reports should be made publicly available so job seekers can see the good recruiters from the not-so-good.
These aren’t radical ideas—they’re simple steps that can rebuild trust and fairness in hiring.
Let’s create a hiring ecosystem where recruiters and employers are truly accountable—where job seekers aren’t left to navigate ambiguity alone.
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