#AskHR is an initiative started by Applicant Tracking System, where we reach out to Talent Acquisition professionals and discuss with them about the most burning issues of recruitment world.
2. Description
• #AskHR is an initiative started by Applicant Tracking
System, where we reach out to Talent Acquisition
professionals and discuss with them about the most
burning issues of recruitment world. To start with our
discussion topic is – “Should Companies Blacklist any
Candidate?”. We asked them what could be the
reasons that may lead to blacklisting a candidate and
their suggestion to overcome this problem. Here is
what they have to say:
3. 1. Candidates involved in negative
code of conduct
• “In most cases I would say no to blacklisting a
candidate. But cases where it is appropriate could be –
violence against recruiter or other criminal activity”
• My suggestion:
• I believe the reasons why a candidate would be
blacklisted are within their control. Recruiter could
provide career counselling and partner with other
professionals to help them get on the right career path.
4. 2. Blacklisting candidates can spoil
their entire career
• “Before jumping onto any conclusion, companies should
analyse first if the situation really demands blacklisting a
candidate. I highly recommend not to blacklist a candidate.
This might result in their entire career.”
• My suggestion:
• Instead of blacklisting the candidates, employers can restrict
them to apply for other jobs in their company for some period
of time.
5. 3. Providing fake details
• Candidates furnishing fake details about past experience,
Qualifications etc. Having past record of unprofessional
conduct, breach of contract or even unethical or criminal
offences.”
• My suggestion:
• The best way to overcome this problem is to carry a thorough
reference check, through actual visit instead of phone call,
before a candidate joins. If possible current employers can ask
candidates to bring Code of Conduct Certificate from previous
company.
6. 4. Need to understand Candidate’s
requirements
• “As per the pain that causes to find one candidate for the
right post and then they don’t turn up or do not follow the
briefing before the interview, you feel like blacklisting them.
However by doing this we will close our own option for the
candidate to get selected in some different company. So
blacklisting the candidates seems like a bad idea.”
• My suggestion:
• I suggest recruiters play a crucial role in helping the
candidates understand JDs, understanding the candidate’s
requirement and follow up with them.
7. 5. Hiding important Information
• “Blacklisting of a candidate is a very harsh and extreme step taken
by a company. It should be used only in the worst case scenario.
Once such case could be – Hiding important information. “For
example, if you were laid off and then re-hired, but did not inform
your prospective employer about this, in-disciplined behavior or
even applying for every position (open) in a company.”
• My suggestion:
• Candidate should provide complete information when applying for
a new job. Candidate should avoid jobs that does not matches their
skill set. In every situation candidates should not lose their cool and
should stay focused.
8. 6. When candidates frequently change
the jobs
• “Blacklisting is correct for the candidates who frequently
change their job and those who abscond from interviews
mostly.”
• My suggestion:
• There should be a platform where we can check the candidate
information like in last one year how many times he/she had
changed job and mark those candidates who abscond from
interviews mostly.
9. Conclusion
• Extreme cases like criminal offence, unethical behaviour or
furnishing false details can be considered as parameters for
blacklisting the candidates. But if absenteeism from
interviews or frequently changing jobs are also favored,
should candidates be allowed to blacklist companies which
conduct in unprofessionals ways like – cancelling interviews
without prior notice, cancelling the offer letter, delay in
joining letter, cancelling job position after interviewing
candidates etc. There is an equivalent amount of pain taken
by the candidates as well.
• Applicant Tracking System leaves this discussion still open. If
you are also willing to contribute, visit our Facebook Forum
and drop your comments.
