Turn "Ghosting" & Hiring Delays into Job Offers: My Smart Follow-Up Strategy

Rejection emails are frustrating, but what about ghosting, or when a position is put on hold? It’s not a bad sign—it’s an opportunity. In this episode, I break down:

• Why companies pause hiring – Common reasons behind hiring freezes and delays.
• What a “position on hold” really means – Why it’s not the same as rejection.
• The two common (but ineffective) responses – What most candidates do wrong.
• A powerful follow-up strategy – How to stay top of mind without being pushy.
• Three high-impact ways to showcase your expertise – Including sharing insights, industry trends, or strategic recommendations.
• How to craft the perfect follow-up email – A proven template to position yourself as a top candidate.
• When and how to follow up strategically – Timing tips to stay engaged without overdoing it.

Don’t wait—take control of your job search and turn delays into job offers!

https://moveupcareers.com/strategycall

https://podcasts.apple.com/us/podcast/the-job-interview-experience/id1538223546

https://moveupcareers.com/survey

Episode Transcript

(00:02):
The rejection emails are superannoying and disappointing.
It's like one evil person wroteall of them.
Thank you for your application.
Unfortunately, after carefulconsideration, we've decided to
move forward with another blah,blah, blah.
I know those emails arediscouraging, but what about
something else that happens?

(00:24):
Every once in a while, you mightreceive an email or call stating
that the position is on hold orthat they're going to pause
hiring.
This can mean a lot of things,and it's not a bad sign in this
episode.
I'm going to tell you how totake a situation like this, or
other situations that you canapply this to and make it work

(00:46):
as one of your biggestadvantages.
As a former Director of TalentAcquisition, putting positions
on hold is not uncommon.
Here are some reasons that itcan happen.
The manager of this position,the position that you hired,
that you applied to, the managerof that, Leaves the company and
there's no longer someone tomanage it a new manager has to

(01:08):
be hired before hiring thisposition another one might be
There were plans for companygrowth or expectations for
company growth that weren't metor maybe they're just delayed
The hiring company has to comeup with a game plan for next
steps And in the meantime has topush out the hiring timeline a
third reason and there's morethan three But here's a third

(01:30):
one that might be more common.
The position was postedprematurely And as good
candidates come in and they movequickly move forward in the
process, the company realizesthat they jump the gun and
typically leaders or owners orthe president or CEO will pump
the brakes and say, Hey, we'renot ready to hire yet.
We don't have the budget for it.
We don't have the customers forit or whatever.

(01:54):
So what do you do?
Most candidates will do one oftwo things.
One, they will read that emailthat says the positions on hold
and move on.
Two, they will reply withsomething like thank you for the
update, I look forward tohearing from you about next
steps, and then forget all aboutit.
There is good news here.
If the company did not like yourexperience, they would just let

(02:17):
you know you're not the rightfit.
And it happens all the time.
Every day.
So there is some interest inspeaking with you if you receive
this email or the phone call.
It doesn't guarantee anything,but it's not a bad sign.
If you receive one of these,here's what you do to stand out
as a professional and topcandidate.
When you receive the email, youcan either reply with, Thanks

(02:42):
for letting me know, I lookforward to hearing from you, or
don't reply at all.
That's your call.
The next step is very important,and this is where you separate
yourself from the othercandidates that reply to them.
Make a calendar event foryourself for two weeks out,
maybe three weeks.
That is a reminder to follow upwith them.
But how do you follow up?

(03:04):
You have two weeks to put thistogether.
Like I said, three weeks is alsookay.
If the company gives you atimeline for this, how long the
position will be on hold, adjustaccordingly, you are going to
put together an email responsefor them.
In essence, you are never goingto stop working for them.
You are going to show what youhave to offer as an employee and

(03:28):
what they will miss out on ifthey don't move forward with
you.
Your email needs to accomplishone of these three things
doesn't have to accomplish allthree things You should choose
one of these for the goal andthe content of your email One
write to them and provide aninsight on your industry to

(03:51):
share a recent article On howyour industry is changing make
sure this is positive.
Don't say how everything'scrumbling And then your thoughts
on that article and how acompany with knowledge of this
should can move forward optionnumber three Demonstrate that
you are an expert in their fieldBy providing a thought you have,

(04:14):
a process, a new market theycould enter, a product, or
something like that, it dependswildly on what kind of job it is
and what industry they're in.
Do they make something physical?
Do they write software?
Do they provide an onlineservice?
What you share should besomething that helps them
succeed in their industry thatyou're assuming they don't

(04:34):
already do.
In your email that you write tothem, simply ignore the part
about the position being onhold.
Write to them and say somethingalong these lines dear HR or the
person's name.
Hope you're having a great weekBefore we speak next I want to
share an insight on the marketto help and then enter the

(04:56):
company name as you navigate Theindustry and continue your
success Then so we pause here.
Then you want to share some ofyour thoughts.
This needs to be well writtenand professional This is not
like a text or an email that youwrite to a friend I'm not gonna
give you an example of what YouShare is an example.
There's just too many options,and it's up to you.

(05:16):
That works on you, but next, atthis point, you would share your
thoughts, your insight, yourarticle, anything like that.
Now back to the email.
No matter which, so you writethis next.
No matter which candidate youdecide on for this role, I am
confident that you will findthis helpful.
I look forward to our nextconversation, as I also have put

(05:36):
together a two step action planto make the best use of my
information above.
Sincerely, your name.
Okay.
And here's the best part.
Even if you haven't received theposition on hold email, you can
still use this.
Use it.
If you haven't heard back in awhile, use it a couple of days
after an interview.

(05:58):
It takes thought, time and yourinsight, and it will help you be
a top candidate.
Maybe if you receive this from arecruiter, you can ask them to
share it with the manager of theposition.
If you write this, you canfollow up on it.
Maybe a couple of days or a weeklater.
You don't want to push too hardbecause the position's on hold.
So I would space it out.

(06:19):
You could even follow up on it aweek or two after you send this
email.
Spacing it out helps you stay intouch with them without getting
the point of being annoying andemailing too much.
You send this, they will see youas a candidate that has
information, knowledge, and theability to do something that
they need.
If they don't at least talk toyou more, they're gonna miss out

(06:40):
on someone who knows how to win.
And this will help you standout.
There it is.
Have a great week.