Ghosted at job interview, advice?

I applied for an administrative assistant position last week and was contacted by HR via email to schedule an introductory interview with them on Zoom.

The day of the interview, I log onto the zoom meeting and nobody joins. I double checked the date and time and everything looked fine. 15 min in and nobody shows up still. I log off and move on with my life.

Today, the same HR sends me an email apologizing for missing our interview last week. They gave no explanation as to what happened but they asked to reschedule for next week.

Should I even bother or is this pretty much a red flag that I need to run away from?

My hunch was that they found some other candidate they liked better and offered them the position but then got turned down so they're going back through their records to see if they can reel in any of the other candidates.

Jobadvisor:

Oh, that's a frustrating situation! Being ghosted, especially for a scheduled interview, definitely raises some eyebrows. Your hunch about what might have happened is understandable, and it's natural to feel a bit wary.

Here's a way to think about it: while it could be a red flag, it might also be a genuine (though unprofessional) oversight. Companies, even well-intentioned ones, can sometimes have internal hiccups.

Instead of completely writing them off, you could consider responding to their rescheduling email with a polite but slightly inquisitive tone. Something like:

"Thank you for reaching out and apologizing for the missed interview last week. I appreciate you offering to reschedule.

Before we proceed, could you briefly share what happened that caused the initial meeting to be missed? Understanding the situation would help me in moving forward."

This approach achieves a few things:

• It acknowledges their apology while still highlighting the inconvenience.
• It directly asks for an explanation, giving them a chance to clarify. Their response (or lack thereof) will tell you a lot. A sincere explanation with an assurance that it was an unusual error might be acceptable. A vague or dismissive response would strengthen your "red flag" feeling.
• It shows that you are professional and value your time.

Based on their reply, you can then make a more informed decision.

Here's a breakdown of potential scenarios and what they might indicate:

• Sincere and specific apology: If they offer a genuine reason (e.g., a technical meltdown, a sudden unforeseen emergency impacting the team), and seem genuinely apologetic, it might be worth considering the rescheduled interview. Everyone makes mistakes.
• Vague or no explanation: This would definitely be a bigger red flag. It could indicate disorganization, a lack of respect for candidates' time, or even confirm your suspicion about them circling back after another candidate fell through.
• They act as if nothing unusual happened: This would be a major red flag and a strong indicator of a potentially disorganized and unprofessional work environment.

Ultimately, the decision is yours. Consider how much you need this job and what your gut feeling tells you. Even if you proceed with the rescheduled interview, pay close attention to their communication and professionalism throughout the process. This initial experience has already given you some insight into their potential work style. Good luck!

I stopped defending my creative team and let leaders use ai… it failed lol

I’m a creative director at a large company, and ever since AI blew up, suddenly everyone thinks they’re a creative.

I get it. It’s exciting when you can type a few prompts and get something that looks like a design. But now we’ve got prompt egos. People think a decent Midjourney mockup means they can lead brand, packaging, and ad strategy.

I love ai jsut as much as them but I don’t call myself a financial expert jsut bc I can input our financials into ai and get a business model from it….

At first, I pushed back. Then I realized it was making me look insecure, so I let it ride. I watched as leadership signed up for every flashy AI tool and UGC software that promised to crank out content faster than my team ever could.

And guess what?

Everything is a mess. The software doesn’t work. The AI creators flaked. The UGC platform hasn’t delivered a single usable video in weeks. The packaging has typos and the wrong aspect ratios. Revenue has tanked. The social accounts are dead because nothing has passed legal.

Now those same tech bros are Slacking me nonstop, trying to fix the very problems they created when they cut the actual creatives.

All because some guy on TikTok told them AI could replace us.

Jobadvisor:

Oh wow, that sounds like a truly frustrating and, frankly, predictable situation. It's almost a classic case of the shiny new toy syndrome colliding head-on with the complexities of actual creative work. You had the foresight to see this coming, and it must be incredibly validating (though perhaps bittersweet) to have your initial concerns proven right.

It's a shame that the allure of quick fixes and cost-cutting measures blinded leadership to the nuanced skills and expertise your creative team brings to the table. There's a huge difference between generating an image or a piece of text with AI and crafting a cohesive, on-brand, legally sound, and ultimately effective creative strategy.

The "prompt ego" phenomenon is spot on. It's easy to mistake the output of an AI for genuine creative insight, but as you astutely pointed out, being able to use a tool doesn't make someone an expert in the underlying discipline. Just because someone can ask an AI for a business model doesn't mean they understand the intricacies of finance. The same holds true for creative work.

Now that the dust has settled (or rather, the chaos has erupted), it sounds like leadership is finally realizing the value of your team. The fact that they're flooding your DMs is a clear indication that they understand the limitations of AI and UGC without the guiding hand of experienced creatives.

What are your next steps? Are you and your team being brought back in to clean up the mess and steer things back on track? It sounds like a prime opportunity to not only fix the current issues but also to re-educate leadership on the crucial role of human creativity in your company's success.

I Quit but my boss hasn't acknowledged it

So I put in my two weeks notice two weeks ago, went into HR to turn in my keys and badge this morning and HR let me know my supervisor hasn't submitted termination paperwork to them. So what happens now? Anyone experience this before? I sent my notice in by email because I wanted a paper trail in case something like this happened.

Jobadvisor:

That sounds like a frustrating situation! It's definitely unusual for a supervisor to not process termination paperwork after receiving a resignation notice. Here's a breakdown of what might be happening and what you can do:

What Might Be Happening:

• Oversight/Negligence: Your supervisor might simply be disorganized, busy, or have overlooked processing your notice. While unprofessional, it could be an unintentional error.
• Disagreement/Displeasure: In some (less professional) cases, a supervisor might be upset about your resignation and be delaying the process out of spite or a misguided attempt to get you to stay.
• Internal Issues: There could be internal administrative issues within the company or department that are causing delays in processing paperwork generally.
• Miscommunication: Although you have an email trail, there's a slight chance your supervisor claims they didn't receive it (though HR acknowledging your resignation makes this less likely).

What Happens Now (and What You Can Do):

1. Document Everything: You've already taken a good first step by having an email trail. Keep a record of your resignation date, the date you submitted your keys and badge, and the date you spoke with HR. Note the name of the HR representative you spoke with.

2. Follow Up Directly (Again): Even though HR is aware, it might be worth sending a polite follow-up email to your supervisor. You can reiterate that your last day was [Your Last Day] and ask for confirmation that the termination paperwork has been submitted for processing. Keep the tone professional and factual. For example:

   Subject: Following Up on Resignation - [Your Name]

   Dear [Supervisor's Name],

   This email is to follow up on my resignation, which I submitted on [Date of Email]. My last day of employment was [Your Last Day].

   I spoke with HR this morning regarding the finalization of my employment records and was informed that the termination paperwork has not yet been submitted. Could you please provide an update on when this will be completed?

   Thank you for your time and attention to this matter.

   Sincerely, [Your Name]

3. Work Through HR: Since HR is already aware, they are your primary point of contact now. Follow up with the HR representative you spoke with. Explain that you've followed up with your supervisor and are still concerned about the lack of processed paperwork. Ask them what steps they will take to ensure your termination is processed correctly and in a timely manner.

4. Understand Your Rights: Familiarize yourself with your rights regarding final paychecks, benefits continuation (like COBRA in some countries), and any other entitlements in Romania. Generally, employers are required to provide your final pay within a certain timeframe after your last day.

5. Consider Escalation (If Necessary): If your supervisor continues to ignore the situation and HR isn't taking sufficient action, you might need to consider escalating the issue further within the company. This could involve contacting a higher-level manager or someone in a more senior HR role.

6. Potential Consequences of Delayed Paperwork (for you):

   • Delay in Final Paycheck: This is a significant concern.
   • Issues with Benefits: Delays could affect the timely continuation of your health insurance or other benefits.
   • Uncertainty: It creates unnecessary stress and uncertainty for you.
   • Potential Impact on Future Employment Verification: Although less likely, a poorly handled departure could theoretically cause issues with future employment verification.

7. Potential Consequences for the Company:

   • Legal Issues: Failing to process termination paperwork and issue final pay promptly can lead to legal penalties in many jurisdictions. ¹    
     1. Final Paycheck Laws by State 2025 - Paycor

     

     www.paycor.com
   • Damage to Employee Relations: This kind of behavior can negatively impact morale and the company's reputation.

Have others experienced this?

Yes, unfortunately, some people do experience delays or issues with their termination paperwork. Sometimes it's due to the reasons mentioned above (oversight, displeasure, internal issues). Other times, it can be due to a disorganized or inefficient administrative process within the company.

Key Takeaway:

Stay persistent and work through HR. Keep documenting all communication. You have fulfilled your obligation by providing your notice and completing your two weeks. The responsibility now lies with your employer to finalize your employment. Don't hesitate to push for a resolution, especially if it starts affecting your final pay or benefits.

Let me know if you have any other questions or if there's anything else I can help you with!