# The Third-Round Ghosting Story (It Happens to Directors Too)

- **Episode:** [161](https://agents.truthliesandwork.com/episodes/161.md) (2025-01-09)
- **Type:** interview
- **Tags:** ghosting, job-search, recruitment
- **Time:** 37:31–39:52 (start 2251s)
- **Listen:** [https://truthliesandwork.com/161?t=2251](https://truthliesandwork.com/161?t=2251)

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[37:31] Leanne Elliott: It's, it's so interesting to me. Like you say, it seems so, like you say, low-hanging fruit, particularly if we've had a conversation with them. And what shocks me is I'll speak to people, it happens across levels. It's not just your frontline workers, it'll be people in, you know, high senior level positions that are ghosted as well. It's, yeah. Oh, it's almost unbelievable
[37:50] Nora Burns: The third, the third interview round that I was on was for a director position. And in director of operations, which is P.S. You shouldn't have hired me for that job anyhow. But the fact that you would just drop the candidate and not get back to them is a little horrifying. The other thing is, even if you found your candidate, as this just happened to somebody that I was I was speaking with, she was a candidate for a position. I try so hard to edit. So that I don't disclose and accidentally throw somebody under the bus and shame somebody. So she was a candidate for a decently high-level position in an association and had done an interview on Zoom, had done a video response to some questions, was scheduled for another interview, and then received an email 2 days before that interview that just said, we've selected another candidate. Thank you. Good luck. Right. And I thought, oh, you kind of owed her a phone call. Thank you for the email and not completely ghosting, but you kind of owed her a phone call. But the other thing that happened is this organization hired in haste. They got very excited about a candidate. They canceled all of their other interviews. There's always a background check that has to happen or should happen. We could do a whole podcast just on background checks. And that candidate might still back out. And now you've already alienated Your second, third, and fourth candidates. I felt so bad for her. And she has landed in exactly the right place. And that wasn't the right employer for her because she wanted stronger communication in her employer. But the reality is she'll never recommend anybody to that association. And that's a small market. I mean, everybody in associations knows everybody in associations. And it's going to do damage to their hiring for a very long time
[39:40] Leanne Elliott: I guess, how do you see the landscape shifting in recruitment? And maybe how do you want to see it shifting in, in the land of recruitment, particularly given, you know, the insights you've gained from The Undercover Project?