> we found that brand strength didn’t matter at all when it came to either whether the candidate wanted to move forward or how excited the candidate was to work at the company
This quote came as a surprise.
This quote came as a surprise.
Maybe the most realistic thing we can say is that while brand likely matters a lot for getting candidates in the door, once they’re in, no matter how well-branded you are, they’re yours to lose.
When I was interviewing, that was entirely true. Visibility and branding matters for initial contact. After that, I turned down interviews for all sorts of reasons. Interviewers that lacked social skills, interviews that asked for too much work, interviews where once I met the team I decided it wasn't a good product, and in one particularly egregious case a recruiter who initially asked for a resume then didn't respond until a month later with a two sentence message that the position got filled but was there another one I wanted to apply for?*
Based on my experiences job searching, if it weren't for all sorts of perverse incentives and bad actors who would mess up a name-and-shame blacklist, I'd wholly support such a list.