Ghosting, Workplace Culture and Your Other Job Search Quandaries—Answered
Ever been ghosted during the job search?
Not sure how to directly ask about a company’s culture?
Wondering how the recruiting process actually works?
Bonsai sat down with Keesha L. Coleman to discuss these job search quandaries—and more. She shares 20+ years of experience in administrative analysis, strategic planning, and thought leadership to help turbo charge your job search—and your career.
Bonsai: What's your favorite question to ask a potential employer (and why is it your favorite)?
Keesha: I often inquire about the work culture, specifically whether it's healthy or has some challenges. I recognize that most work cultures have their share of complexities due to the diverse mix of cultural, generational, and professional backgrounds. So, rather than just asking, "Can you tell me about your workplace culture?" I prefer to ask, “What are some opportunities to fuel a healthier work culture at your organization? Based on what you’ve learned about my capabilities, how do you envision me complementing or contributing to a more evolved community?”
This question signals to the potential employer that I am aware of the inherent complexities in workplace dynamics. It shows that I'm not just interested in joining a healthy work environment—I want to actively contribute to making it better. I've found that this question often prompts transparency, relaxes the interviewer, and creates a space where we can align our values and determine if there's a good fit.
Bonsai: Do you have a go-to resource that you use during the job search?
Keesha: As a self-proclaimed "geriatric millennial" with only four major jobs under my belt, my experience with the job search process might seem a bit antiquated. I come from the era of Monster.com, HotJobs.com, and dial-up AOL searches. My first major role was landed through a general web search, using categories like communications, law, policy, education, and government.
While today's job market is more seamless, streamlined, and tailored, I still believe that intentional networking, direct workplace connections, and strategic outreach to hiring managers or key personnel are the best resources for learning about companies and catching their attention. However, it’s crucial to respect each organization’s recruitment protocol—if they request that you only use their applicant portal, please adhere to that.
Although I’m not actively career-building at this stage in my life, I highly recommend LinkedIn. It’s become a powerhouse for networking, self-branding, and marketing, and can be especially effective for job seekers who are clear about their value and can validate their skill sets.
“Be powerful in presenting your qualifications, but patient with the process. ”
Bonsai: What's a tip you would share with someone who has never been through the recruitment process?
Keesha: I have so many tips! But I'll start with this: Be powerful in presenting your qualifications, but patient with the process. Every recruitment process is different. Learn as much as you can about the organization’s structure and dynamics; this can help ease some of your anxieties while you wait (and you will often be waiting). If the company is using a search firm, you’ll likely have a better idea of where you stand in the process, whether you’re advancing or not. If they’re managing the process themselves, you may not hear anything for a while—or at all. This could be due to organizational changes, competing priorities, or other unknown factors.
I would love to tell you that every organization cares about the mental toll you may experience while waiting, but the reality is that many do not. It can be extremely disappointing to get ‘ghosted’ by recruiters or potential employers, especially if it’s a job you really want. Here are a few scenarios to consider:
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The hiring company or search firm is using a resume and application filter that selects the top percentile of applicants, and you may not have made the cut.
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If a couple of weeks have passed, check in to let them know you’re ‘staying warm,’ still interested in the role, and inquire if there are any updates on the process.
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The organization is in transition, and hiring priorities have shifted. It may seem easy enough for them to update applicants (especially finalists), but this isn’t always feasible. Sometimes the person handling recruitment is no longer with the company, or there may be more to communicate than they’re willing to share with external candidates. Whatever the reason, don’t try to create a storyline.
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Keep your finger on the pulse of the process until it’s clear they’ve moved on, or you need to move on. Some organizations may want to stay in touch even if the process has stalled. If it’s been longer than expected since your last communication, send a gentle nudge to check in, express your continued interest, and ask if there are any updates they can share.
Another bit of advice on how you show up--Be true to you and your needs. I’m a big advocate for showing up authentically, but it’s essential to get clear about what’s really important to you and understand the organizations and people you’re interviewing with. The truth is, some organizations will welcome your full energy, personality, flaws, creativity, and brilliance, while others are looking for a specific ‘type’ of professional. I can’t tell you which way to go, but it’s crucial to know what matters most to you.
