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The Ghosts of HR

Greer Campbell • October 25, 2023

In honor of spooky season, there is one ghoul that has no kryptonite in the realm of HR…Ghosting.


As HR professionals, we’ve all been there. You set up an interview with a stellar candidate on paper, join the video call 10 minutes early to ensure professionalism, and wait. 5 minutes. 10 minutes. Anxieties and frustrations rise. Your mind goes to the negatives; “How dare they waste our time!” “They were probably trying to scam us.” “Better now than later!”


In today’s professional world, today’s job market, jumping immediately to the negative will only hurt your process and company in the long run. The world of work is changing, and we must take all the steps before diving headfirst into cynicism.


So, You’ve Been Ghosted…What’s Next?

Let’s start with an example:


Molly, a Houston resident Software Engineer, is set up with an interview for your open role. Her background and skill sets look like a perfect fit. Scheduling the interview via email was fast and promising. The calendar invite went out, Molly accepted it, you’re moving right along.

The interview comes, you and your colleague wait 10 minutes after Molly’s call time, but alas, no Molly. So, what comes next?

Your impulse may tell you to scratch her from the running. You don’t need to follow up, she was the one who ghosted you! No excuse will suffice, you’re onto the next one. But what if Molly did have a viable excuse? What is Molly works from home and her power went out last minute? What if Molly is a single mother and her child’s school called with an emergency?


Next time, and there will be a next time, fight the impulse and try to take the following or similar steps:

  1. Give your candidate a call!
  2. Technology, as advanced as it’s become, continues to glitch, and give users issues. Your candidate may be frantically and desperately trying to login and experiencing difficulties.
  3. Send a follow up email.
  4. There is a reason you and your team were so thrilled about the candidate. Giving a candidate grace, sending a “We missed you on the interview, willing to reschedule?” note can go a long way in not only working toward the perfect match for the role, but the candidate will see that you’re a company that values and understands people’s experiences.
  5. Even if the no-show is a deal breaker, don’t let the relationship obliviate.
  6. Your candidate no showed and now has been removed from consideration for the role. Even though they did not offer you any reasoning, sending an email explaining your reasoning will round out the process, with you and your organization taking the high road.


It may be Halloween time, but reactions and impulses don’t have to be a nightmare. For more guidance or information, visit www.diverse-talent.com

Making Change: Black History Month 2025

By Greer Campbell • February 12, 2025
While we are only 2 months into 2025, it may feel we’ve lived many lifetimes already. February is Black History Month, and this year it is essential to celebrate and support leaders and people of influence more than ever. As media coverage and information continue to grow at the tip of our fingers, it’s easy to feel that being just one person, you can’t make a huge difference for huge causes, but that is not the case. As professionals, every year we meet with our team, with our supervisors, and focus on goal setting. One major suggestion when entering this planning stage, has always been to set achievable goals. Don’t create chaos in your mind trying to achieve an unachievable goal, our supervisors tell us. The same goes for support change and community. You don’t have to be a major donor to a cause, or a legislator, decision-maker to be the change you want to see. Black history month is and always has been essential to education and honoring stories and perspectives of those that paved the way for communities of the present and future. Below, we’ve outlined ways to be an ally and support Black History Month this month, and every month after. Shop Local, Black Owned Businesses Small businesses thrive off community support. Individual care and attention go into each service and product a local business produces. So, next time you need a coffee on the go, a brunch spot to meet your friends, a new work outfit, or a concert for your next weekend outing, do a google search of black owned businesses around you, try it out, and refer your friends. Educate Yourself Did you know it was a black woman, Marie Van Brittan Brown, that invented the first home security system, which included a camera, peepholes, and a two-way communication system? Or a black man, Garrett Morgan, who invented the 3-light traffic light? Many life changing and saving innovations are credited to people of color, specifically African American people. Doing research and educating yourself on black leaders and people of influence can continue the knowledge and support of the black community, and further the narrative that teams and ideas flourish under diverse perspectives. Volunteer Act, to make change. Research organizations and causes that support racial justice, social equality, and community development. Join groups that work together to support community and engage your skill sets to work together and make a change. Ask the Questions, Use Your Voice See something, say something. If you see a coworker experiencing discrimination, call it out. If your organization is not operating inclusively, set a meeting with your manager to start the conversation. For more information on causes to support, where to start, and how to make change, contact Diverse Talent.

Goal-Setting for Leaders: Embracing 2025 with Purpose

By Greer Campbell • January 8, 2025
As the New Year kicks off, leaders are invited to take time to redefine aspirations for personal and professional growth. Goal setting as a leader helps to push forth an environment of accountability and ambition within teams. By embracing SMART goals ( S pecific M easurable A chievable R elevant T ime-bound) leaders provide strategy and achievable goals that resonate with evolving demands of 2025. If you are finding yourself drawing a blank in beginning the stages of goal setting for 2025, see below for a guide and items to consider adding to your spread: Begin by reflecting on the past year. What went well? What challenges arose? What needs to be discontinued? Identifying achievements and problem areas from the previous year can help in defining where to focus in the new year. This reflective process lays the groundwork for future successes. Connect with different teams and lead discussions to gain all perspectives of previous work, with a clear understanding of past performance and data. Engage your Team. When charting the course for the company’s future, engaging the team in thoughtful dialogue to gather invaluable feedback about ongoing projects and programs helps leaders understand not only what has fueled the organization’s successes, but also what challenges remain. True growth stems not only from pursuing high targets, but also from embracing diverse perspectives and insights from your team. Set Accountability Measures. Once your goals are set, it’s imperative to continue check ins and maintain accountability throughout the year. Scheduling 360 reviews with your teams s not just a procedural obligation, but an essential practice to ensure everyone feels encouraged to receive and give feedback and gain valuable insights that can shape the professional development of the team. Moreover, continuing the refinement of established goals is vital for maintaining focus and direction. As your team engages in regular discussions about their objectives, it facilitates a dynamic process of assessment and adjustment. This ongoing refinement not only ensures that everyone remains aligned with the overall vision but also fosters individual accountability, making each team member a crucial part of the larger mission. Continue your Leadership Education and Professional Development. Continued education is at the forefront for continued success of your individual position and company. Sharpen your leadership skills and ensure you’re up to date on how to effectively lead your team with online or in person programs. Diverse Talent’s DT University is a virtual, 6-session course focused on refining leadership qualities and skills. Meet with a mentor each week and learn through facilitated conversations and workshops to enhance your leadership abilities. For more information, contact us at DT@diverse-talent.com , or visit our website at www.diverse-talent.com .
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