For the second time, a Samsung recruiter found me on LinkedIn and wanted to talk about a “private search.” Interview was straight-forward and the recruiter (who works as a contractor) told me that my candidacy was very strong; she spent 30 of the 45 minutes trying to sell me on the company. Following a great interview, I get an email 3 days later asking me how many years experience I had because the role required at least 12. After responding and confirming I met that criteria, I never heard from the recruiter, again. This was the second time this exact situation has played out with this company. The same thing happened to me in 2017 with these unprofessional recruiters/contractors. The experience of being ghosted by both recruiters, despite each of them telling me I was the “strongest candidate they interviewed,” has led to me never using a Samsung product. If their recruitment process is indicative of the quality of their products, I’d expect a lot of talk about quality before the product breaks in four days and customer service hangs up the phone on you whenever you call. Tip: take candidate experience seriously because your current process is a joke. If you are going to reach out to passive candidates on LinkedIn, don’t ghost them (twice)-because if you do, you can guarantee those candidates won’t apply at your company when they become active candidates and they are FAR less likely to purchase your products.

The interview process tends to be long and drawn out. Depending on the leader, sometimes the interview process takes a lot longer than it should resulting in candidates going off the market.