Why some candidates move on…

In recent job searches, and subsequent Interview requests, I’ve come across a seemingly catastrophic Employer-Epidemic: Last Minute Cancels.


You as a prospective Employee to XYZ, Inc., are ready and awaiting your interview, waiting to hit it out of the park and hopefully get your new job. That is right up until a timeframe of between 1 to 4 bours before your interview, XYZ, Inc. cancels the interview.


And, those reasons are just as frustrating, starting with my favorite:

  • The position hasn’t been approved until XXX
  • The hiring manager now read your resume and found that you’d be overqualified for the job
  • While your skills and background are impressive, we’ve decided to fill the position internally
  • You weren’t supposed to be selected for this position
  • We decided to outsource this elsewhere

…and so on.

Now, what XYZ, Inc. Is forgetting is that these last-minute declarations aren’t helping the Image of their company with Candidate X, who applied for this under the pretense it was available. So, in essence they have wasted a lot of their and  candidate X’s time, money and resources.

What they also fail to realize is that Candidate X most likely WILL NOT follow through, or be available the next time XYZ, Inc. decides to contact them. Should Candidate X decide to re-engage XYZ, Inc. for the job they were earlier turned away (not turned down), snarky replies should be permitted. Such as:

- After interviewing with you, I think I’ll wait until XXX to let you know

- After meeting the team, I don’t think they’re qualified to work with me

- How did you become a hiring manager?

- Oh, I wasn’t supposed to have applied for this position

- I’ve decided to insource all my work and work at my leisure

While it would be great indeed to say such things, obviously it isn’t professional, and thus should be avoided.


Other reasons I, as well as a number of my colleagues, have run into are the Foreign Recruiters. We understand that outsourcing is a common practice now a days, however the majority of the Foreign recruiters are often difficult to understand, and aren’t even aware of your geographic, let alone professional location. Most of the time, they are cold-calling finding resumes that match a set of keywords they are searching for in a job description.

It is also most distressing to try to interview, especially in a technical field, when you cannot understand the questions being asked due to a thick accent. Or having the interviewing personnel understand you. It makes for a very painful and futile interview on both sides. You won't get that job and you both look bad. On one occasion  I know I was passed by for another foreigner. Strictly biased but prove it.


I had one recruiter who mumbled so deeply into the microphone that he sounded completely unintelligible, not to mention unknown what he was even calling about. I also had an interview for a local US-based company, and the person interviewing me was from India. That interview (via phone) was such a disaster, pardon the pun, as there was a monsoon going on in his part of the world and the call kept breaking. Not intermittent breaking, complete breaking. He would be in the middle of asking me a question and sure enough, dead air.


What companies have to realize is that if you, the candidate, are applying for a local (in my case US-Based) company, I would expect to be interviewed by an local (US Based) manager or staff member.


This kind of goes in suit with the cold-calling/foreign recruiters, but I’ve also had it happen with local/native recruiters as well. Its often distressing to get a call from a recruiter, confirmation for an interview, either show-up or have a phone call, and discover it’s not even the position for which you applied!


I went in for what I thought was a Java Developer position to discover that it was a Sales Development interview. I was totally taken off-guard, and kindly apologized for the misunderstanding and promptly called the recruiter to find out what had happened. All to discover it was a mix-up in the application process, and I wasn’t supposed to have been submitted for it.



Now, I realize, outsourcing is a common practice, however if you hadn’t hired outsourced contractors in the first place (there is a plethora of qualified local candidates), you might have a great team already in place, a diligent team, and more often than not, a stable team. This team, may actually be saving you money now, rather than costing you the fees charged by the outsourced HR & development teams.

Now, some companies are strictly against teams and developers working remotely, you know why?

  • Because the previous remote outsourced companies have delivered such a mediocre product, with little or no supervision from the local project team.
  • Because the Project Manager finds it difficult to manage remote teams (which, I have had to do, and its not any more difficult than managing an in-house team)
  • Often more than not, their project budgets aren’t reflective of the particular project

They also have to consider that having a professional, responsive and active remote developer is the same as having one in-house. It’s actually called In-sourcing.

In-sourcing is, essentially having a remote developer, however with the added caveat of the developer goes on-site for a given period (once a week, a week every month, etc.), and is actually more affordable than outsourcing, comparatively. Not to mention they are local in the same state, time-zone or country.


It’s not a good practice to tell someone they have the job on XXX. Then literally before the XXX (or while you’re in commute) let them know that that Start date has been pushed again.

This is a serious red-flag to your candidate. It essentially is telling them you can’t commit.


If you can’t commit to something as simple as a starting date for your hire (regardless if it is contract, remote, or in-house), how are you going to be able to commit to a project, a scope or even something as simple as a plan for a project or scope? Everything that you, as XYZ, Inc. do is a reflection of your organization, and everything you can’t do, like commit to a simple start date, speaks gargantuan  volumes about the organizational structure of XYZ, Inc., and the candidate hasn’t even walked in the front door yet, and you’ve already disregarded them.

If Developers (or any Service-Industry, really) disregarded it’s potential employees, how are you going to treat or regard your customers, eh?


This seems to be an ever increasing problem. You receive an email that states something to the like of “We’re scheduling you for a/n (phone/face-to-face) interview. Please select your preferred date and time and email us back.” Then there are the days and times below that text.

Then, you, choose the time that is ideal for you on that given day, and reply, also asking for confirmation. And, you get confirmation, just not the type you were expecting:

“Oh Hi, we improperly input your selected time (either because of timezone, or the slot you had selected wasn’t available, or….) And we’ve selected XXX Time for you, will that work?”

Ideally, no! I selected the time I selected as it was an ideal time for me, and your abitrary juggling of things, and postponing me two hours past my ideal time just isn’t satisfactory! Do you have a drunken monkey inputting your itinerary?!

Of course, you really, really want to say that, however you know that if you want the interview/job, you can’t. So, if possible arrange your schedule to suiting them, is your priority.


These are some of the issues I and others I know, have across while on the job hunt, and have moved on from moving forward on these opportunities, and why we, as Candidates move on.

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