Ling-Yi Tsai, our HRTech expert, brings decades of experience assisting organizations in driving change through technology. With a deep focus on HR analytics tools and the integration of technology in recruitment, onboarding, and talent management, Ling-Yi offers a unique perspective on the evolving dynamics between job seekers and recruiters in today’s digital landscape. In this interview, we dive into the challenges of online hiring platforms, the importance of authenticity in professional interactions, and the growing tensions between candidates and recruiters. We explore how communication styles, transparency, and mutual understanding can shape better experiences on both sides.
How did you feel when you first came across discussions about recruiters criticizing job seekers for using features like the ‘Open to Work’ banner on LinkedIn?
I was honestly a bit taken aback. The ‘Open to Work’ banner is a tool designed to signal availability and invite opportunities, so to see it framed as a point of frustration felt like a missed opportunity for dialogue. I think the tone of some of these discussions can come across as dismissive of the real struggles job seekers face. It’s not just about putting up a banner; it’s about navigating a complex, often overwhelming job market. I couldn’t help but wonder if the frustration was more about miscommunication than a lack of interest from candidates.
What are your thoughts on the idea that many job seekers with the ‘Open to Work’ banner aren’t responsive when recruiters reach out?
I think there’s some truth to it, but it’s not the whole story. From my experience working with both candidates and hiring teams, responsiveness can vary for a lot of reasons. Sometimes, job seekers are juggling multiple applications or personal commitments and simply can’t reply right away. Other times, they might feel the outreach isn’t relevant to their skills or goals. I’ve seen cases where candidates hesitate because the initial message feels generic or lacks detail. It’s not always about disinterest; it’s often about prioritizing or feeling unsure about the opportunity.
Do you think the behaviors some recruiters point out, like refusing calls or not replying after getting job details, are common among job seekers today?
I do think these behaviors happen, though they’re not universal. In my career, I’ve talked to candidates who’ve admitted to dodging calls or ghosting recruiters, often because they felt overwhelmed or weren’t sure how to say ‘no’ politely. It can also be a reaction to past negative experiences—like being strung along in a process with no clear outcome. I believe these actions are less about disrespect and more about self-preservation in a hiring landscape that can feel impersonal or even exploitative at times.
What do you see as the biggest hurdles job seekers face when using professional platforms like LinkedIn to find opportunities?
One of the biggest hurdles is the sheer volume of noise on these platforms. Job seekers often get bombarded with messages, many of which are automated or irrelevant to their background. I’ve heard countless stories of candidates feeling frustrated by spam-like outreach that wastes their time. On top of that, there’s the pressure to stand out in a sea of profiles while dealing with unclear job postings or ghosting from recruiters. It’s a tough environment that can make even the most motivated person feel discouraged or skeptical about genuine opportunities.
How important is transparency from recruiters in building trust with candidates during initial outreach?
It’s absolutely critical. When recruiters take the time to personalize their messages and provide clear details—like the role, company culture, or compensation range—it shows respect for the candidate’s time and needs. I’ve worked with organizations where we trained recruiters to lead with transparency, and the response rates were significantly higher. Candidates feel more comfortable engaging when they don’t have to guess what’s on the table. Without that upfront clarity, it’s easy for trust to break down before the conversation even starts.
Do you believe job seekers have a role to play in fostering better engagement with recruiters on these platforms?
Definitely. While recruiters should aim for meaningful outreach, job seekers can also take steps to make interactions smoother. For instance, being clear in their profiles about what they’re looking for—specific roles, industries, or even work arrangements—helps set expectations. I’ve seen candidates who actively respond, even if it’s just to politely decline, build stronger networks because they leave a positive impression. It’s a two-way street, and a little effort from both sides can go a long way in creating productive conversations.
What is your forecast for the future of digital hiring platforms like LinkedIn in bridging the gap between recruiters and job seekers?
I’m cautiously optimistic. I think we’ll see more tools powered by AI and analytics to help match candidates with roles that truly fit, cutting down on irrelevant outreach. But technology alone won’t solve the human element—empathy, clear communication, and mutual respect have to be at the core. My hope is that platforms will evolve to encourage more personalized interactions and transparency, maybe through features that prompt recruiters to share key job details upfront or allow candidates to filter incoming messages. If we can balance tech with genuine connection, these platforms could become a much more effective space for everyone involved.