Gabriella DelPozzo’s Post

Quick snapshot from an email thread this afternoon: Hiring Manager: “He’s got the right experience, go-getter attitude, strong candidate.” CTO: “Agreed — slam dunk. If the rest of the panel’s aligned, I’m all-in.” Me: “Glad to hear it — scheduling ASAP.” It seems simple, but this is what alignment looks like in real time. No conflicting feedback. No back-channel debates. No “let’s see a few more” after everyone’s already convinced. When interview teams are calibrated — when everyone knows what “great” looks like before they meet candidates, the process moves faster, feels fairer, and reflects better on your brand. Alignment isn’t just an HR buzzword. It’s the difference between a great candidate experience and a frustrating one.

As an ASM with a wealth of computer skills, I believe I could be a valuable asset to an organization that truly values work-life balance. However, I've noticed a concerning trend in the hiring process: many managers and recruiters seem hesitant to provide honest feedback. Instead, they often resort to vague rejections or, worse, ghosting. This leads me to two important questions: 1) Why is ghosting so prevalent? If an applicant isn't a fit, it would be more respectful to communicate that directly rather than leaving them in the dark. 2) Why post job ads for positions that aren't even open or don't exist? This practice only serves to waste time for both applicants and recruiters. Addressing these issues could lead to a more transparent and respectful hiring process for everyone involved.

Somewhere along the way, many companies seem to have forgotten the humanity behind the hiring process. We’re seeing candidates in Toronto and beyond being dragged through 5, 6, even 7 rounds of interviews, take-home projects, and panel presentations — investing days of work, energy, and emotion - only to be met with silence. No update. No feedback. No closure. These aren’t small, disorganized operations - these are major institutions and corporations that claim to value people, inclusion, and integrity. Yet their hiring practices tell a very different story. Behind every résumé is a person - someone juggling family, stress, bills, hope, and self-doubt. When companies ghost candidates or string them along for weeks, they’re not just being unprofessional - they’re being cruel. This takes a real mental and emotional toll. It chips away at people’s confidence. It makes them question their worth. It fuels anxiety and burnout. And honestly - if the shoe were on the other foot, would these companies accept this kind of treatment? If a candidate disappeared mid-process, ignored follow-ups, or failed to deliver feedback, they’d call it “unprofessional.” So why is it acceptable when it’s the employer doing it? If you’re going to ask people to jump through endless hoops, prepare detailed presentations, and give you their best — you owe them basic respect in return: timely updates, transparent communication, and honest feedback. It’s not that hard. It’s called being human. Let’s stop normalizing this behavior. Let’s start naming and celebrating the organizations that actually get it right - the ones who treat candidates with empathy, transparency, and respect. If you’ve experienced both the good and the bad, share your story below. Tag the companies that handled the process with integrity - and let’s shine a light on what respectful hiring looks like. Because change doesn’t happen quietly. #WeAreHuman #CandidateExperience #RespectCandidates #MentalHealthAwareness #JobSearch #TorontoJobs #RecruitmentEthics #HiringPractices #DoBetter #FutureOfWork #HRCommunity #HiringTransparency

💬A great conversation, much like a well-played tennis match, thrives on rhythm and responsiveness. Each participant takes a turn “hitting the ball”—sharing insights, asking thoughtful questions, and actively listening—to keep the exchange engaging and forward-moving. This dynamic is especially vital in the interview process. When hiring managers and candidates engage in a genuine back-and-forth, it’s not just about evaluating skills—it's about building rapport, uncovering motivations, and aligning values. A strong conversational rally helps both sides feel heard and understood, laying the foundation for trust and, if the position fits the candidate - long-term success. Hiring managers, don’t let this momentum stop once a job offer is signed. Onboarding should continue the rally: managers “serve” clear expectations, and new employees “return” with curiosity and initiative. When both sides stay engaged, the result is a workplace culture where collaboration, growth, and retention flourish. #interviewadvice #hiring #management #wehireHR #interviewtips

💬A great conversation, much like a well-played tennis match, thrives on rhythm and responsiveness. Each participant takes a turn “hitting the ball”—sharing insights, asking thoughtful questions, and actively listening—to keep the exchange engaging and forward-moving. This dynamic is especially vital in the interview process. When hiring managers and candidates engage in a genuine back-and-forth, it’s not just about evaluating skills—it's about building rapport, uncovering motivations, and aligning values. A strong conversational rally helps both sides feel heard and understood, laying the foundation for trust and, if the position fits the candidate - long-term success. Hiring managers, don’t let this momentum stop once a job offer is signed. Onboarding should continue the rally: managers “serve” clear expectations, and new employees “return” with curiosity and initiative. When both sides stay engaged, the result is a workplace culture where collaboration, growth, and retention flourish. #interviewadvice #hiring #management #wehireHR #interviewtips

💬A great conversation, much like a well-played tennis match, thrives on rhythm and responsiveness. Each participant takes a turn “hitting the ball”—sharing insights, asking thoughtful questions, and actively listening—to keep the exchange engaging and forward-moving. This dynamic is especially vital in the interview process. When hiring managers and candidates engage in a genuine back-and-forth, it’s not just about evaluating skills—it's about building rapport, uncovering motivations, and aligning values. A strong conversational rally helps both sides feel heard and understood, laying the foundation for trust and, if the position fits the candidate - long-term success. Hiring managers, don’t let this momentum stop once a job offer is signed. Onboarding should continue the rally: managers “serve” clear expectations, and new employees “return” with curiosity and initiative. When both sides stay engaged, the result is a workplace culture where collaboration, growth, and retention flourish. #interviewadvice #hiring #management #wehireHR #interviewtips

The Power of Kindness in the First Call Recruiting isn't just a transaction. It's the start of a relationship. The most effective recruiters understand that their first interaction sets the tone for a candidate's entire journey, whether they get the job or not. In a competitive market, kindness is our differentiator. It means genuinely listening, respecting a candidate's time, and delivering feedback with empathy and professionalism. Even a "no" can be a moment of great service and hope if delivered thoughtfully. It builds bridges, not burns them. We are the face of the company, and our professionalism is measured not just by our closes, but by our conversations. If you lead with kindness, you'll not only attract talent, but you'll also create lifelong advocates for your brand. #Recruiting #TalentAcquisition #CandidateExperience #Hiring #Professionalism

❓ How long should you expect to hear back from a recruiter after that first conversation ❓ It’s a question I’ve been hearing a lot lately—especially as I’ve been connecting with professionals through the launch of Transform Columbus, our new people-first community for HR and business leaders. Most people agree: silence after an initial call can feel discouraging. Even a short update—“We’re still reviewing candidates and will follow up next week”—goes a long way toward maintaining trust and professionalism. Here’s a simple framework I recommend (and practice): 🔹 After your initial sourcing or intro call: Recruiters should follow up within 3–7 business days to confirm next steps or share a general timeline. 🔹 When the hiring manager review is delayed: Communication matters most here. If there’s a bottleneck, send a quick update—“We’re waiting for manager feedback, thank you for your patience”—rather than going quiet. 🔹 After interviews: A best practice is to provide feedback within 3–5 business days, even if it’s a “still pending” note. Transparent communication doesn’t just help candidates—it builds your reputation as a recruiter and your company’s credibility as an employer. So I’m curious— 👉 How long do you think is a reasonable time for recruiters to follow up after an initial conversation? And for those in recruiting: how do you keep communication consistent when hiring bottlenecks happen? #TransformColumbus #PeopleFirstHiring #RecruitingBestPractices #CandidateExperience #HRLeadership

Candidate Story Time I recently worked with a candidate where the entire process was seamless, not because it was “easy”, but because it was built on honest, timely communication from day one. Expectations were clear, feedback flowed both ways, and everyone felt respected. Did the candidate take the job? No. But the feedback I received was a huge win: they felt heard, informed, genuinely supported throughout, and not pushed. That matters. Sometimes the outcome isn’t what you hoped for, client, candidate, or yourself, but the process can still be a success. If every process ran with that level of transparency, we’d all have a much easier life. Here’s to more open conversations, clear expectations, and relationships that are built on communication and honesty. #recruitment #candidateexperience #communication #occrehab

Before a new hire understands their job, they understand your patterns. That happens fast, usually by the end of week one. Not the culture deck. Not the values on the wall. Not the story you told during interviews. The real patterns: how you treat each other, what you tolerate, the pace, decisions, clarity. Your living culture — not the written one. People need to understand these patterns early. Like really early. → It starts in recruitment: Show candidates your current state — the motion, the mess, the momentum. → And continues into onboarding: Restate it, own it, then spend their first 90 days orienting them into the truth you already shared. 💥 Leaders: there’s a quiet but massive opportunity here. Hiring new talent gives you a clean permission slip to name your reality. But it only works if you’ve named it *before* they arrive. 💣 Which brings us to the real point: If you want to hire high-impact people who stay, you have to get close enough to understand the culture your new hires will actually inherit. Otherwise, you’re selling a truth that only exists at the leadership layer, not in the lived experience of your team. So the work starts with asking yourself: What does our culture actually look and feel like right now? Then take a look at your new hires. They will tell you more about your organization than any engagement survey ever will. (If you let them… or if they’re still around to share.) #Leadership #PeopleOps #OrgDesign #WorkplaceCulture #Hiring