Ghosting: Now You See Him, Now You Don’t

Ghosting: Now You See Him, Now You Don’t

Employers are increasingly concerned about the growing trend of ghosting. It is also becoming one of the top issues talent acquisition professionals face today. It’s the “Now you see him, now you don’t” circumstances which leave employers and recruiters asking the big question “why?’.

Ghosting, as defined by the Federal Reserve Bank of Chicago, means “a situation where a worker stops coming to work without notice and then is impossible to contact.”

Aside from quitting the job without notice, ghosting in the workplace comes in different forms like not showing up on the scheduled interview, job offer, and the first day of work.

According to the  Bureau of Labor Statistics, the number of Quits (which are voluntary separations initiated by the employee) is at 3.4 million as of March 2019.  

Why is Ghosting prevalent?

The growing trend is said to be the result of the low unemployment rate and hot labor market, which provide employees and job seekers too many job options. Other reasons why employees are tempted to disappear and leave work without explanation are bad bosses and the feeling of disrespect at the workplace. Job seekers do not want to have an awkward conversation about accepting another job offer, so they think that the easy way out is ghosting the recruiter.

Ghosting an employer or a potential employer is a big no-no because it can show up on background checks. Moreover, leaving a company on good terms is always the right decision since the new employer usually asks for reference and recommendations.

How to survive Ghosting in the workplace?

Ghosting causes frustration for recruiters and employers, as well as productivity loss for the company. It is also expensive as reflected on statistics of “Average cost per hire of staffing firms in the United States in 2018”.

Here are some strategies to survive the hassles of Ghosting:

  • A person is unlikely to ghost someone who treated him with respect and trust, so create a talent community where you can nurture long-term relationships with candidates and professionals for future opportunities.
  • Job applicants are willing to accept an offer that is lower than their expected salary if the employer produced a great impression through the hiring process, Therefore, it’s a good idea to evaluate your onboarding process on a regular basis and identify ways to continually improve the hiring experience.
  • Give feedback and help employees hone their skills. Talk about their career development to show that you and the company are supportive of their success.

We are not sure if the “Ghosting” trend is here to stay and will get worse in time, but one thing is certain, employers and recruiters can take steps to avoid downfall from this trend.

Are you looking for the right candidate for your open positions, give us a call at 847-202-3242 or email us at

For a “No-Pressure” conversation with John Sule, schedule a call.

“Building talented teams where talent matters.”

–Horizon Technology Partners

2019 and Beyond:  How To Avoid Getting Off Track In Your Career

2019 and Beyond: How To Avoid Getting Off Track In Your Career

It is predicted and expected that in 2019 and beyond that there will be digital transformation and rapid changes in the tech industry. “Innovation Accelerators” such as the Internet of Things (IoT), Artificial Intelligence (AI), and Augmented or Virtual Reality (AR/VR) are just some of the technologies that businesses and companies are preparing for to keep up with the digital transformation.

Let’s take a look at the Top 10 Worldwide IT Industry Predictions as reported by the International Data Corporation (IDC).

1. By 2022, over 60% of global GDP will be digitized with growth in every industry driven by digitally-enhanced offerings, operations, and relationships.

2. By 2023, 75% of all IT spending will be on 3rd Platform technologies, as over 90% of all enterprises build “digital native” IT environments to thrive in the digital economy.

3. By 2022, over 40% of organizations’ cloud deployments will include edge computing, and 25% of endpoint devices and systems will execute AI algorithms.

4. By 2022, 90% of all apps will feature microservices architectures that improve the ability to design, debug, update, and leverage third-party code; 35% of all production apps will be cloud-native.

5. By 2024, a new class of professional developers producing code without custom scripting will expand the developer population by 30%, accelerating digital transformation.

6. From 2018 to 2023, with new tools/platforms, more developers, agile methods, and lots of code reuse, 500 million new logical apps will be created, equal to the number built over the past 40 years.

7. By 2022, 25% of public cloud computing will be based on non-x86 processors (including quantum); by 2022, organizations will spend more on vertical SaaS apps than horizontal apps.

8. By 2024, AI-enabled user interfaces and process automation will replace one-third of today’s screen-based apps. By 2022, 30% of enterprises will use conversational speech tech for customer engagement.

9. By 2022, 50% of servers will encrypt data at rest and in motion; over 50% of security alerts will be handled by AI-powered automation, and 150 million people will have blockchain-based digital identities.

10. By 2022, the top four cloud “mega platforms” will host 80% of IaaS/PaaS deployments, by 2024, 90% of G1000 organizations will mitigate lock-in through multi- and hybrid cloud technologies and tools.

IT companies and businesses are currently on their toes to make sure they will not vanish because of the transformation. As a professional, have you asked yourself the big question:

“Does your job include repetitive tasks and simple activities that can be easily replaced with any of the emerging innovation and technology?”

If the answer is yes, then it’s time to do something about it before you lose your career.

Changes in technology and business approaches can leave you behind and get you off track, especially if you are unable to keep up with the developments and have failed to improve your skills. You will watch your colleagues take better positions, enjoy better pay, and accomplish high-profile assignments.

Here are some tips to avoid losing your career’s velocity:

  • First of all, choose a job that you have passion and fits you.

For a deep dive discussion, you can read: How to Pick a Career (That Actually Fits You)

  • Focus on the correct metrics and continuously improve your skills. Grab the opportunities to use the new technologies and platforms available. Never settle on what you already know, but learn new techniques and processes so you’ll grow with the company.
  • Show your value at work and deliver successful projects so they’ll know why you deserve a promotion or a raise.
  • Improve your leadership capability by mentoring junior people. You may be surprised how it can change your career path for the better in the future.
  • Help the organization find more efficient processes and solutions to make it run smarter and more efficiently.
  • Challenge yourself to become a better version every day. Ask for feedback from manager or supervisors on how you are doing so you can do better.

While job satisfaction can be an essential part of staying in a company, in the world of innovation, learning new things and reinventing yourself can be the best cure to avoid getting off track in your career.

Be inspired and empowered in 2019 and beyond!

Let’s stay positive and connected in 2019!

To learn more about finding the right candidate for your open positions, give us a call at 847-202-3242 or email us at

For a “No-Pressure” conversation with John Sule, schedule a call.

“Building talented teams where talent matters.”

–Horizon Technology Partners

Trusted Advisor: What, How, and Why?

Trusted Advisor: What, How, and Why?

Advisors who rate the highest on reliability will not just deliver their work on time and spec. Nor will they simply be consistent, even at a level of excellence. They will also be expert at a variety of small touches that are aimed at client-based familiarity. Reliability on the emotional level has a great deal to do with the client’s preferences, and not just with consistency from the service provider’s perspective.“–David H. Maister

David H. Maister was a former Harvard Business School professor, a writer, and an expert on business management practices and the management of professional service firms.  He is a co-writer of the famous book “The Trusted Advisor” which addresses the different components of trust, the process of creating trust and a series of trust tools which are referring to both the mindsets and skillsets.

What is a Trusted Advisor?

A Trusted Advisor is a provider of services and is seen by clients as an honest broker who works in the client’s best interest.

How would you know if you have found a Trusted Advisor?

Here are the common traits:

  • He is credible and shows expertise.
  • He is reliable and keeps his promise.
  • He is genuine and sincere on his intentions.
  • He can connect emotionally on a personal and business level.
  • He intends to develop a long-term relationship rather than just a short-term gain.
  • He knows how to listen and understands the client’s underlying needs and wants.


Why is it valuable to work with a Trusted Advisor?

Trusted Advisor is committed to your best interest and works to get the job done right. With a Trusted Advisor, the time and resources you have invested are protected, as you achieve your success, and a Trusted Advisor will have your back if ever the need might arise.

Furthermore, the book “The Trusted Advisor” discussed the four different types of client relationships:

Type 1: This is the beginning of the relationship where you introduce and then build your expertise.

Type 2: It is the type of relationship where the client realizes your capabilities beyond the skills you were hired to perform. The client starts to view you as a reliable source and problem solver.

Type 3: You identify client issues, put them into context and provide perspective. This type is the transition of the relationship into a Trusted Advisor of the client.

Type 4: This is the level of a Trusted Advisor where all issues such as emotional, rational, personal and professional are being discussed and explored. The client then turns to you whenever a problem arises.


Looking for someone who can be your Trusted Advisor?

Horizon Technology Partners always works to earn being your Trusted Advisor: trustworthy, credible, and reliable.

If you value this level of service and need help in finding the right candidate for your open positions, give us a call at 847-202-3242 or email us at


For a “No-Pressure” conversation with John Sule, schedule a call.


“Building talented teams where talent matters.”

–Horizon Technology Partners

Can AI Robots Replace Humans In The Recruitment Process?

Can AI Robots Replace Humans In The Recruitment Process?

Technologies like Artificial Intelligence and automation have rapidly evolved which help different industries progress and compete to stay on top of their game.

According to, the majority of startup companies in the AI market are focusing on applications which allow computers to work without human assistance. Studies show that the worldwide revenue from the AI market will increase tenfold between 2017 and 2022. It is crucial that businesses and different industries know how to use this technology to their advantage and keep up with these inevitable changes.

An article entitled “Artificial Intelligence for the Real World” from Harvard Business Review explained the different types of AI and how they can support the three business needs:

Process automation

AI automates business processes using the technology of Robotic Process Automation (RPA) which act like human inputting information from multiple IT systems.

Cognitive insight

A machine-learning application gains more detailed insight through data analysis which uses algorithms that detects patterns in vast volumes of data.

Cognitive engagement

This technology uses natural language processing chatbots or intelligent agents engaging with customers and employees to address issues and process requests.


The fact that AI technology can automate business processes, mimic the human brain activity to recognize patterns, and interact with humans…poses a question relevant to me, and perhaps you: “Can AI robots replace humans in the recruitment process?”

  • Recruiters spend hours going through resumes to find the right talent, and AI robots can automate the process and use the data to make a decision, but can they detect if a person fits the role and will work well with the team, particularly their soft-skills?
  • Recruiters use psychology to determine the values and behavior of a candidate, and AI robots can mimic human brain activity to recognize patterns but do they have an instinct or a clear picture of the candidate standing in front of them?
  • Recruiters interact with employers, employees, and candidates, and AI robots can simulate human conversation and be available 24/7, but can you build meaningful and trustworthy relationships with robots?


Google Duplex has been in the news recently. It is an impressive (if not a bit spooky) new technology that will enable people to have natural conversations with a machine. The article “Google Duplex: An AI System for Accomplishing Real-World Tasks over the Phone” explains how the system works and the benefits it entails for businesses and users.  Some of the benefits are:

  • It can reduce no-shows appointments, and rescheduling or cancellation will be easy.
  • A reduced training cost since a company does not need to train anyone to benefit from the technology.
  • It allows hearing-impaired users and those who do not speak the local language to carry out tasks over the phone.


In the future, Artificial Intelligence will continue to be developed with greater sophistication. Eventually, AI technology will be able to take-up a significant role in the hiring process, but the fundamental human skills, experience, and professional judgments that are brought to bear in this process, especially with “elite” hires, will be difficult to replace, as many will agree.


If you would like to learn more about finding the right candidate for your open positions, give us a call at 847-202-3242 or email us at

For a “No-Pressure” conversation with John Sule, schedule a call


“Building talented teams where talent matters.”

–Horizon Technology Partners

Trustworthiness Is A Professional Competency….Agree?

Trustworthiness Is A Professional Competency….Agree?

The first job of a leader at work or at home is to inspire trust. It is to bring out the best in people by entrusting them with meaningful stewardships and to create an environment in which high-trust interaction inspires creativity and possibility.”

That quote is from Stephen Covey who was an American educator, businessman, keynote speaker and author of the famous book “The 7 Habits of Highly Effective People“. It means that Trust is equal to Engagement which results in increased performance.

Trustworthiness at a workplace is being honest, dependable and being reliable to get things done right. Without trust, allies can become enemies. However, trustworthiness is not just about employees feeling good about the company, but also having the confidence that a leader instills trust in the organization which contributes to the employee’s engagement and retention.

The article “Building Trust at Workplace– How Important Is It?” listed down the six consequences of lack of trust in the workplace which includes:

  1. Lower productivity
  2. No delegation of authority
  3. A load of work increases
  4. New ideas will not be welcomed
  5. Increased cost
  6. Competitors may win

A leader should also be trustworthy. There’s an interesting article in the Harvard Business Review by Professor David DeSteno of  Northeastern University entitled “Who Can You Trust?” which shows the results performed on research about trustworthiness. It answered the questions “Are we trustworthy?” and “How does trustworthiness look like to those we interact with?” It also includes 4 points to keep in mind when deciding whether or not to do business with a new partner.

  • Integrity can vary

A reputation earned doing business with one customer with one set of costs and benefits cannot be relied on to hold up when trade-offs or accountability change. It merely means that trustworthiness depends on circumstances.

  • Power does corrupt

Research by Paul Piff, a social psychologist at Berkeley, suggests that indicators of socioeconomic status can predict trustworthiness. As explained, a person’s honesty depends on his relative feelings of power, and not on how much money he has in the bank. So when deciding whom to trust, consider new and temporary power differences.

  • Confidence Often Masks Incompetence

We often associate confidence with competence. There will be no harm done if someone can back up his confidence with consistent performance, but if you fall for deluded posturing, then that is when the problem comes in. So do not forget to do your research, although reputation cannot be an indicator of integrity, it is a reliable predictor of competence.

  • It is OK to Trust Your Gut

Some findings demonstrate that our minds come with built-in trust detectors, but we sometimes suppress our intuitive machinery by taking into consideration what we believe to be more rational predictors and mistakenly looking for the wrong nonverbal cues. Trust your gut and allow your mind to arrive at a judgment undisturbed by predictors and wrong nonverbal cues.


Horizon Technology Partners believes that TRUST is one of the key factors in creating a long-term relationship with employees and clients. Here’s an interview with a client named Brian, a Software Development Manager, who expressed trust and confidence with HTPartner’s dedication and commitment to providing elite staff.

Brian: “He supplies people who are so passionate at their jobs, and he made them qualified team members, good team-oriented personnel, and they spoke well. I can’t think of anyone that I did not like that he brought forward, and in some cases they were fantastic.”


Are you also looking for a trustworthy provider of IT Talents, as well as elite staff that you can trust?

For a “No-Pressure” conversation with John Sule, schedule a call

If you would like to learn more about finding the right candidate for your open positions give us a call at 847-202-3242 or email us at


“Building talented teams where talent matters.”

–Horizon Technology Partners