As a recruiter in the banking industry, I am appalled at how candidates are being treated.

As an in-house recruiter for an investment bank, I would like to apologize for the actions of my peers. After speaking with numerous candidates, I have come to realize that many recruiters in the banking industry have adopted a brutal approach, often ghosting candidates without any explanation. I was aware that ghosting occurred, but I had no idea it had become the norm. Candidates have shared with me that unless they have a highly desirable profile, recruiters are only interested in having an initial conversation. Once they determine that a candidate may not be a good fit, they simply stop responding to their emails. This seems to be a standard practice among all recruiters, from top headhunters to major firms. This was not always the case. In my previous role at a recruitment firm, I made it a point to follow up with rejected candidates and provide them with a brief explanation. It is not a difficult task, and I feel sorry for candidates who are left in the dark. However, I am unsure of how to change this status quo. In recruitment, building a human connection is crucial, and it is disheartening to hear that this is not a priority for many recruiters. One candidate even suggested that the recruitment industry should be regulated to prevent such rampant ghosting. I would appreciate any suggestions on how to improve this situation. Thank you.  

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