In the competitive fields of design and software development, job seekers are often asked to prove their abilities by completing assignments as part of the hiring process. These assignments, such as coding challenges and bug fixes for developers or creating wireframes, logos, or design mock-ups for designers, are intended to gauge a candidate’s skills in a practical, real-world context. However, for many applicants, the experience ends in frustration when hiring teams fail to provide any feedback after the task is submitted, no update on the status of their application, and indeed no job offer. Just silence! A practice often referred to as “ghosting”.
Ghosting is becoming alarmingly common, not only after completing task assignments but throughout the job application process. However, task assignments are another hurdle for some candidates to jump through, demanding additional time and effort. This reflects poorly on the hiring practices of companies that engage in it. For candidates, the silence is not just unprofessional; it’s deeply disrespectful.
Why Is This Problematic?
- Exploitation of Free Labour
Some candidates suspect that these assignments are a way for companies to get free ideas or solutions to their problems. For instance, a company might ask multiple designers to draft logos and then use the submissions as inspiration, or worse, directly incorporate the unpaid work. - Time and Effort
Completing an interview assignment can require significant time and effort. Candidates often spend hours, if not days, balancing this unpaid work, often juggling current jobs, personal responsibilities, and the emotional weight of a job search.
- Professional Discourtesy
Ghosting after an interview assignment displays a lack of respect for the candidate’s time and effort. A simple acknowledgement or feedback would be a professional courtesy that many companies fail to extend. - Emotional Impact
Beyond the practical implications, ghosting leaves applicants feeling devalued and disheartened. Having poured their energy and creativity into the assignment, candidates may start to doubt their abilities or lose confidence, leading to burnout.
Why Does This Happen?
Ghosting stems from several systemic issues in the hiring process:
- High Volume of Applications
Companies receive high numbers of applicants, leading to poor follow-through with every candidate. However, the fact that the company has asked a candidate to do an assignment shows that they are, or should be, whittling those numbers down. - Lack of Accountability
With no consequences for ghosting, companies often neglect to prioritise candidate communication, perpetuating the cycle. - Misaligned Values
Organisations that fail to respect applicants’ time demonstrate a broader disregard for fostering positive candidate experiences, treating candidates as expendable rather than potential colleagues.
How Ghosting Hurts Companies
While ghosting is damaging for candidates, it also harms the companies that practice it. A poor hiring experience tarnishes the company’s reputation. In an industry where word travels fast, professionals are quick to share their negative experiences online and within their networks. Ghosting can deter top talent from applying in the future, ultimately limiting a company’s ability to attract skilled employees.
A Better Way Forward
Respecting candidates begins with creating transparent and ethical hiring practices. Companies can take the following steps to address this issue:
- Provide Timely Feedback & Respect the Candidates’ Effort
Even if a candidate is not selected, offering constructive feedback on their assignment demonstrates respect for their effort and helps them grow from the experience. If a company knows it cannot give feedback to every applicant, they should communicate that upfront. - Set Clear Expectations
Companies should provide candidates with a clear timeline for task review and when candidates can expect a response. Transparency builds trust. - Compensate for Assignments
Paying candidates for extensive assignments or resembling actual project work acknowledges the value of their time and skills whilst eliminating the perception of exploitation. - Transparent Accountability
Building a transparent hiring process, with constructive communication and updates, fosters goodwill and upholds the company’s reputation. - Close the Loop
Always follow up with candidates to communicate your decision, whether by email or phone. It’s a small gesture that leaves a lasting positive impression.
For Candidates: Protecting Yourself
While companies must do better, candidates can also take steps to safeguard their time and effort:
- Research the Company
Check for reviews or experiences from other candidates to identify red flags. - Set Boundaries
Politely clarify the scope of the assignment and ask whether it will be compensated, especially if it’s particularly demanding. - Follow Up
If you’ve submitted an assignment and haven’t heard back, send a polite email to request an update.
Conclusion
Ghosting after interview assignments is more than a hiring misstep. It’s not only unprofessional but also a sign of disrespect for the candidates who invest their time and skills in the process. Companies must recognise that their treatment of candidates reflects on their brand and values. Respecting the time and effort of job seekers through transparent and fair practices is not just ethical; it’s good business.
For job seekers, standing firm in advocating for your time and effort is essential. Respect is a two-way street, and it’s time for the hiring process to reflect that.
