SAVAL Recruiting

Últimamente he tenido conversaciones muy interesantes sobre los procesos de selección en Latinoamérica, especialmente en Ecuador.
Y hay algo que se repite:
Muchos candidatos simplemente se quedan sin respuestas.

Aplican. Entrevistan. A veces pasan por varias entrevistas… y después, silencio.
No saben si el proceso continúa, cuándo recibirán una respuesta o si ya fueron descartados.
Y mejorar esto no requiere necesariamente más tecnología. Muchas veces requiere algo mucho más simple:
Comunicación.
Explicar el proceso.
Dar tiempos claros.
Informar cuando hay cambios.
Y si la respuesta es no, decirlo.

Un “no” con respeto siempre será mejor que el silencio.
Después de más de 16 años en Talent Acquisition, sigo creyendo que una buena experiencia del candidato no depende del país ni de la tecnología.
Es una práctica de personas.
A mis colegas de RR.HH. y Talent Acquisition en Latinoamérica:
¿Qué cambiarían de los procesos de selección en su país? 👇

Ecuador SAVAL

Hispanic Heritage Month always feels a little personal to me. ❤️

I'm proud of where I come from. Proud of our culture, our families, our resilience, our work ethic, our humor (because let's be honest… we bring that too 😂), and the way we continue to contribute to the communities and workplaces around us.

Hispanics are building businesses, leading teams, educating, creating, innovating, caring for others, and helping move this country forward every single day.

And as a Hispanic woman and business owner, I have to give a special shout-out to my fellow "Latinas in business."

To the women building companies, leading organizations, starting over, taking risks, supporting their families, opening doors and sometimes creating their own door when there wasn't one…

I see you. And I'm proud to be one of you.

Our heritage is part of our strength.

We can honor where we came from while continuing to build where we're going.

Different journeys. Different stories. One thing in common: we keep moving forward.

Happy Hispanic Heritage Month. ❤️

Orgullosa de mis raíces. Y emocionada por lo que viene.

Years ago, a coworker and I were creating a training manual.

We were both Learning & Development managers. Experienced. Smart. Very capable people.

And somehow, in the manual, we wrote:

**STOP means GO.** 😂

Obviously, that was a mistake.

We caught it, fixed it, laughed about it, and moved on.

I hadn't thought about that story in years until I shared it today with someone I recently met here on LinkedIn.

And Michelle said:

*"You know… that actually works for recruiting."*

And I thought… wait. She's right.

Sometimes **STOP really does mean GO.**

You don't get the interview.
You get the rejection email.
You make it to the final round and they choose someone else.
A company you were excited about decides to go in another direction.

It feels like a stop.

But sometimes it's simply telling you:

**𝗚𝗼 𝘀𝗼𝗺𝗲𝘄𝗵𝗲𝗿𝗲 𝗲𝗹𝘀𝗲.**

Go toward the company that sees what you bring.
Go toward the opportunity that's a better fit.
Go make the connection you wouldn't have made otherwise.
Go try a different approach.

After 16+ years in recruiting, I've seen enough careers take unexpected turns to know that a rejection isn't always the end of something.

Sometimes it's redirection.

So maybe my coworker and I weren't completely wrong all those years ago. 😂

And Michelle, I'm tagging you because this post is officially your fault. 😂

**𝗦𝗼𝗺𝗲𝘁𝗶𝗺𝗲𝘀 𝗦𝗧𝗢𝗣 𝗺𝗲𝗮𝗻𝘀 𝗚𝗢.**

Today, we remember.

We remember the lives lost, the families forever changed, the heroes who ran toward danger, and the countless acts of courage and kindness that brought people together on one of our nation’s darkest days.

May we never forget those we lost, and may we always remember the strength we find in standing together. 🇺🇸

**9/11 — We will never forget.**

We’re hiring! Please use the link below to apply or contact me directly. https://lnkd.in/gnmVz69U

I’ve noticed something lately, and I’m curious if other recruiters and hiring managers are seeing it too.

Candidates are confirming interviews… and then simply not showing up.

No cancellation.
No message.
Just a no-show.

And yes, it’s frustrating. But instead of immediately saying, “Candidates just don’t care anymore,” I think we should ask a better question:

**What’s changed?**

Is it the length of the hiring process?

Are candidates interviewing with multiple companies and accepting something else before the interview?

Are we not communicating enough between scheduling and interview day?

Has technology made scheduling easier, but somehow made the process feel less personal?

Or are candidates simply more comfortable walking away without saying anything?

As recruiters, we spend a lot of time talking about candidate experience.

Maybe we also need to talk about what’s happening on the other side of that experience.

Recruiters and hiring managers: are you seeing more interview no-shows?

And candidates: I’d genuinely love your perspective too.

**What do you think is causing it?**

Today, I’m simply grateful to be part of a profession that has been such an important part of my life.

Talent Acquisition is about more than filling positions. It’s about listening, understanding, building relationships, recognizing potential, and creating connections that can make a real difference, for a person and for a business.

To all the recruiters and Talent Acquisition professionals who do this work with care, integrity, and heart: Happy International Talent Acquisition Day. 💛

Here’s to the work we do, the people we meet along the way, and all the opportunities still ahead.