Why Ghosting Your Recruiter is a Bad Idea

The Art of Professionalism:

Why Ghosting Your Recruiter is a Bad Idea

In today’s competitive job market, candidates strive to present themselves as polished and professional individuals.

However, there is a growing trend that undermines this pursuit of professionalism: ghosting recruiters.

Ghosting, the act of abruptly cutting off communication with someone without any explanation or warning, has unfortunately made its way into the realm of job hunting.

While it may seem tempting to avoid an uncomfortable conversation or potentially burn bridges, ghosting your recruiter is ultimately a poor decision.

In this blog, we will delve into the reasons why ghosting your recruiter is detrimental to your professional reputation and long-term career prospects.

Burning Bridges

When you ghost a recruiter, you sever a potential professional connection. Remember, recruiters are often well-connected within their industries.

By leaving a trail of unanswered emails, unreturned phone calls, or simply disappearing from the hiring process, you risk damaging your professional reputation. Word can quickly spread about your lack of professionalism, making it difficult to secure future opportunities within the same industry or even with other recruiters.

Unforeseen Consequences

Ghosting may seem like an easy way to avoid an uncomfortable conversation, but it can have unforeseen consequences.

The professional world is surprisingly small, and people talk.

You never know when your paths may cross again with the recruiter or someone they know.

Failing to maintain professional decorum can come back to haunt you when you least expect it.

Impact on Employer Reputation

Recruiters often represent reputable companies that invest time and resources in the hiring process.

By ghosting a recruiter, you not only disrespect the individual but also the organisation they represent.

This reflects poorly on your character and may result in your application being flagged in their system, making it challenging to apply for future opportunities within that organisation.

Missed Learning Opportunities

Every interaction, even the uncomfortable ones, can be a valuable learning experience.

Engaging in a constructive conversation with a recruiter allows you to gain feedback on your application, interview performance, and areas for improvement.

By avoiding these conversations, you miss out on an opportunity to grow and develop your professional skills.

Ethical and Professional Responsibility

Ghosting your recruiter is simply unprofessional and unethical.

The recruiter has invested time and effort in reviewing your application, scheduling interviews, and providing updates throughout the hiring process.

Failing to communicate your decision or intention to withdraw from the process is disrespectful and reflects poorly on your integrity.

Maintaining professional etiquette and being transparent in your communication demonstrates your commitment to professionalism.


While ghosting may be prevalent in some areas of social interaction, it has no place in professional settings such as job hunting.

Ghosting your recruiter can have far-reaching consequences, impacting your professional reputation, future opportunities, and the reputations of the organizations and individuals involved.

Instead of ghosting, it is important to communicate respectfully and professionally, even if it means declining an offer or withdrawing from the process.

By upholding a high standard of professionalism, you will build a positive reputation and open doors to future career prospects.

Remember, the way you treat others in your professional journey can have a lasting impact on your own success.



Tips on how to get through the Interview process

Tips on how to get through the Interview process

The interview process can be a stressful and nerve-wracking experience, but it doesn’t have to be. With the right preparation and mindset, you can increase your chances of success and make the process much easier to manage.

Here are some tips to help you get through the interview process:

  • Research the company: Before the interview, take the time to research the company you are interviewing with. This will help you understand the company’s mission, values, and culture, which can help you prepare for questions and give thoughtful answers.
  • Practice your answers: Take the time to practice your answers to common interview questions. This will help you feel more comfortable and confident during the interview.
  • Interview Process : Try and find out what type of interview questions will be asked. If it’s within the public sector job, education or health care sector it is most likely competency-based questions. Please research this as there a technique in answering these questions correctly.
  • Dress appropriately: Dress appropriately for the interview. Make sure your outfit is clean, ironed, and appropriate for the company culture. A good rule of thumb is to dress one level above what you would normally wear to work.
  • Arrive on time: Make sure you arrive on time for the interview. Plan to arrive early to allow for unexpected delays, such as traffic or parking. Even visit the address beforehand so you know where you are going.
  • Be prepared: Bring a copy of your CV and any other materials requested by the company. You may also want to bring a notebook and pen to take notes during the interview.
  • Be confident: Show confidence in your abilities and experience during the interview. Speak clearly, maintain eye contact, and sit up straight and more importantly smile.
  • Listen carefully: Listen carefully to the interviewer’s questions and take the time to understand what they are asking. If you don’t understand a question, don’t be afraid to ask for clarification.
  • Be honest: Be honest about your experience and qualifications. Don’t exaggerate or lie about your skills, as this can quickly backfire.
  • Follow up: After the interview, follow up with a thank you email or note. This will show the company that you are interested in the position and appreciate the opportunity to interview.

The interview process can be challenging, but with the right preparation and mindset, you can make it through successfully.

Remember to be confident, listen carefully, and be honest about your experience and qualifications.

With these tips, you can increase your chances of landing the job you want.

If you need help please email cm@cathymoranreruitment.com

Employers: What benefits are you offering to attract and retain top talent in 2023?

Employers: What benefits are you offering to attract and retain top talent in 2023?

Are you struggling to recruit and attract top talent? If so,  what changes have you made since the pandemic?

Recruitment has changed and if employers want to retain and attract top talent, changes need to be made too.

The main factors that influence candidates when changing jobs are the cost-of-living increase and the potential for hybrid working. The employers who will attract top talent are offering these options, as well as better salaries and tangible benefits like healthcare and pensions, and the opportunity to working from home a few days per week.

What are the main work force trends and is your company up to date?

1.Remote working is here to stay and remote jobs are growing. It’s time for employers to invest in remote work technology, make more jobs remote, and expand their hiring pools globally.

2.Skills are becoming more valuable than degrees. The global labour shortage has impacted hiring trends, where companies are prioritising skills over degrees. That’s not to say degrees are not important, however, degrees with a year’s placement are worth their weight in gold. Applicants should consider this when looking at a degree. This will give them an advantage once they graduate.

3.Posting jobs with salaries will attract more talent and eliminate time wasting for both employers and candidates. Money talks and this is the most important thing you should put on your job advert. Advertising a job without a salary is a waste of time. If you were in a job and browsing the market ,would you apply for a job with no salary displayed? Therefore, employers are losing top talent that otherwise would have applied.

4.Feeling valued is one of the reasons candidates look to move jobs. Yes, we are all busy, however, sometimes stopping and giving a bit of recognition is all that is required. To employers it may seem irrelevant, or minor,  but to an employee it can be the difference in staying in their job.

5.Offering a variety of benefits can also attract talent. Standard benefits now can be health care and pension.

  • I have a client who offers free lunch to all staff daily, worth £5, this is a great benefit as we all know the cost of food has increased.
  • Even having flexi- time for when an employee can you start and leave can help, however this depends on the type of your business as not all firms can offer this.
  • One company I worked for gave you your birthday off, or the day off .This was a great perk and they definitely retained staff.
  • Recognising staff who have been loyal to the company for a number of years by increasing holiday entitlement can retain staff. Again, staff need to feel valued.
  • Investing in upskilling and training staff, especially for those staff who want to progress within the company

6.The early bird catches the worm and this couldn’t be truer than in the hiring process. I cannot emphasis the important of making decisions quickly. Indecisiveness will cost you, losing your preferred candidate. It’s a candidates’ market and candidates have more choices than ever. When planning to recruit, plan the length of time you want to conclude the process. Companies can recruit and hire staff within 2 weeks, however that depends on industry and skills shortages, no longer does it need to be 4 weeks or more to recruit.

If you are struggling to recruit and need help shortlisting and identifying candidates for your company, please contact Cathy Moran at Cathy Moran Recruitment for advice

Email cm@cathymoranrecruitment.com

Or call 07751856436


New Job For HR Manager based in Buncrana Co Donegal

HR Manager

HR Manager –  competitive salary + Health Care- Buncrana  Co Donegal 

This is an opportunity for a HR Generalist to work in a stand-alone HR role based at the company’s head office based in Buncrana. The company operate throughout Ireland from Donegal to Waterford to Galway.

You will work with the company Directors providing support and advice on staff issues

This role would suit an experienced HR Generalist or experienced HR Officer looking for the next step up and based in Derry/Donegal area.

The successful candidate will be responsible for looking after all HR related issues within the company throughout Ireland and based at their office Monday to Friday

You will be part of a small management team in a growing multi-site environment with the experience, security and leadership of an established business that has been in operation for over 40 years.

The Role:

  • You will be responsible for the development and delivery of human resource projects, plans and strategies that help enable the teams reach their departmental and organisational potential.
  • Responsibility for all HR operational processes from hire to retire.
  • Provide best practice advice and guidance on all aspects of HR.
  • Build strong partnerships with managers fostering trust and collaboration.
  • Manage the recruitment process from start to finish.
  • Champion the onboarding process, ensuring the process is up to date, providing clarity and connection for all employees and their role in relation to the overall vision.
  • Manage probationary periods to ensure that coaching and feedback processes are in place and that the agreed action plans are implemented.
  • Manage and lead the performance review process.
  • Manage HR casework, including disciplinaries, grievances, appeals, probation, absence management etc.
  • Provide guidance on employment policies ensuring they are kept up to date and legally compliant.
  • Update and maintain HR Software Systems.
  • Maintain accurate and consistent employee files.
  • Coordinate staff training programmes.
  • Undertake proactive HR initiatives that deliver value to the business.
  • Responsible for health & safety.


Qualifications and Experience:

  • Minimum 3 years’ experience as a HR generalist covering, recruitment & selection, policy & procedures, staff development & training, HR strategy, performance management
  • A 3rd level qualification in HR or a CIPD qualification.
  • Experience working in a stand-alone HR role.
  • Excellent knowledge of core HR policies, processes and best practices in ROI
  • Ability to manage multiple competing priorities.
  • Exceptional communication skills, writing skills, interpersonal skills.
  • Adept to problem-solving and conflict resolution.
  • Be self-directed and motivated.
  • Ability to ask questions, be curious and have the confidence to challenge.
  • Show good judgement in decision making.
  • Familiarity with HR software and working knowledge of MS Office.

NB Hours of work are Monday – Friday 9am – 5.30 pm based in the office in Buncrana. Not for remote working.

Click or drag a file to this area to upload.

New job for Qualified Accountant based in Derry/Londonderry

Qualified Accountant up to 45k Derry/Londonderry

Due to continued growth and success this well-established construction and property firm are looking for a Group Accountant who will report directly to the Group Finance Manager.

This role would suit a qualified and experienced Accountant with minimum 2 years post qualifying experience who is looking for progression.

The ideal candidate will be hard working and self-motivated with an eye for detail.

This is a rewarding role for the right candidate.

The Role

  • Prepare job costing reports and profitability tracking including liaising with other departments to obtain and verify information.
  • Verify and prepare valuations.
  • Prepare, liaise with external accountants and submit year-end statutory accounts including supporting reconciled schedules for multiple group  companies (UK & ROI).
  • Assist with preparation of monthly/other accounts and analysis.
  • Prepare and submit VAT (UK & ROI) returns and assist with queries.
  • Liaise with peers and external parties to resolve VAT/PAYE/CIS/RCT queries.
  • Assist management with development of the finance function.
  • Prepare and submit other statutory returns.
  • Assist in the preparation of the annual budget and forecasting.
  • Assist with financial analysis on ongoing operational projects within the
  • Ad hoc reporting / tasks.

Skills and experience

  • Be a qualified accountant (ACCA/ICAI), with at least two years PQE or qualified by experience.
  • Hands on experience in job costing (preferably within Construction industry)
  • You must have a good understanding of different rates of VAT
  • Preparation of management accounts is required, preferably within the construction industry.
  • Experience in year-end statutory accounts for NI/UK and ROI jurisdictions.
  • Excellent working knowledge of computerised accounting and related systems.
  • Experience of identifying areas for improvement plus implementing internal efficiencies and systems of control desirable.
  • Ability to take accountability and work on own initiative without supervision as well as within a team.
  • Strong attention to detail
  • Have strong technical accounting knowledge, excellent communication skills and strong Microsoft Office (in particular Excel) skills.
  • Experience working with Sage 50
Click or drag a file to this area to upload.

New Year New Career 2023

New Year New Career 2023

As we approach the end of 2022, it has given us time to reflect on the past year.

One thing we all do is make New Year’s resolutions. This could be to lose weight or get fitter or change jobs. There is no better time than January to start looking for a new job, it’s a fresh start plus the start of annual holidays too!

People are more motivated in January.

The pandemic and cost of living crisis has given people time for self-reflection and time to realise they need more money, changing jobs is the only way to get it. Change is good so embrace it!

The good news is, there are more jobs to choose from, it’s a candidate’s market.

However, as most employers are now back working in the office there are less employers offering working from home. Most employers will expect you to work in the office at least a few days per week. You will find larger companies are the ones offering more flexible working from home. Mindsets need to change.

Candidates now have more choice, so if you are an employer reading this and your staff want more money. I would recommend giving it to them, if you financially can afford it and value them, otherwise they will only leave and it will cost you more to replace them.

Candidates have more choice now and if you are not offering or paying a competitive rate you will lose good staff.

Remember good staff are hard to come by!

If you are looking for a new job in 2023 please contact me by email in strictest confidence.

or if you are an Employer struggling to recruit the right person, please email me on cm@cathymoranrecruitment.com for more information.

Happy New Year for 2023 wishing you all good health and happiness.





Top Tips finding a New Job in the New Year

Top Tips finding a New Job in the New Year

Are you looking for a new job and don’t know where to start?

The process of searching for a new job can seem lengthy and complicated, but the good news is that there are plenty of job opportunities out there.

Here are a few tips to help you land that job.

  • Make sure your CV is up to date, with plenty of relevant content on what you do in your current job.
  • Start from your most recent job and work back. Make sure you do the same with your education and qualifications.
  • If the opportunity arises, add in a cover note explaining why you are looking for a new job and a brief summary of skills, qualifications and experience. This is particularly useful if you want to change industries or job type and have transferable skills.
  • You should also tailor your cover letter for each job you apply for.
  • Set up Google alerts for the type of job you are looking for.
  • Register with online job boards (these should be free).
  • Find a Recruiter or Recruitment Agency that will help you and build a relationship with them. If you email a CV and don’t hear back, follow up with an email or a call.
  • Recruiters prefer proactive candidates: that way we know you really want a job!
  • Be selective in the jobs you apply for. Make sure you read the job description and have the relevant experience and qualifications required.
  • Have your profile on LinkedIn and join industry groups online in your preferred industry.
  • Speak to your network of contacts and let them know you are actively looking word of mouth can be the best recommendation.
  • If you haven’t had an interview in a long time, brush up on your interview techniques. This can be the difference in securing a job or not.
  • Don’t forget to dress appropriately for interviews, as first impressions count.
  • Finally, show your personality at interview: smile and open up and don’t use one-word answers. Employers want to find more about you and to see how you will fit into their organisation.

If you need help finding a job, email cm@cathymoranrecruitment.com with a cover note of the role you are interested in.

Alternatively, click on this link to view jobs:

New Job for Business Development Manager covering Republic of Ireland

Business Development Manager covering republic of Ireland

Euros 34k-38.5k OTE 46k, not capped + Car mileage + lunch allowance

This role would suit someone who lives on the border either Monaghan/Cavan in the South or border counties 

My client is an established innovative flexible packaging company that provide solutions to the food, industrial and horticultural industries. As they experience a period of sustained growth, they are looking for an experienced Business Development Manager with a proven track record in field sales, packaging industry desirable although not essential.

The company pride their selves on quality, flexibility, rapid response and reliability and require the successful candidate to possess these qualities

The ideal candidate should be self-motivated, resourceful with a strong sales background with the ability to negotiate and close sales.

The Role

  • This role will be divided between new business development and account management.
  • The successful candidate will be responsible for generating new business, identifying new leads and sales opportunities.
  • You will also be responsible for account management with established clients and upselling new offers and products to them.
  • Proactively put steps in place to build relations with past, current and future customers
  • The ideal candidate must be used to working in a target driven sales environment and target focused and driven.
  • You will be resourceful by mapping out potential leads and opportunities.
  • The role involves working with the Internal sales team who will be there to support you.
  • Strong organisational skills required as you must be able to plan and organise your workload and appointments.

Qualifications and Skills

  • The successful candidate must have minimum 3 years proven track record in field sales working to targets.
  • A track record in achieving goals and working to targets is essential.
  • Experience working and selling packaging products to food industries/Industrial and horticultural industries desirable.
  • Commercial awareness and business acumen necessary to secure business in a range of markets.
  • Packaging experience would be an advantage although not essential.
  • Strong negotiating skills with the ability to close essential.
  • Exceptional communication skills with a passion for building relationships
  • Ability to communicate and negotiate comfortably at all levels
  • Full clean driving licence
Click or drag a file to this area to upload.

Employers, are you struggling to Attract and Retain Candidates in Today’s Challenging Market?

Employers,are you struggling to Attract and Retain Candidates in Today’s Challenges Market?

Are you struggling to recruit the right staff, or find you are you having trouble attracting the right talent for your organisation?

September marks the end of the summer, and with everyone back to work, recruitment has never been so challenging and Now is the time to invest in your current staff and be open- minded when recruiting.

You can no longer rely on posting adverts online or on job boards: you need to widen your recruitment net, otherwise you won’t fill those important roles. Working with a Recruiter you trust can alleviate this, a trusted recruiter knows the market well.

  • The first thing to do is don’t delay in your recruitment process, it’s all about timing.
  • If you have CVs, start reviewing them asap and make contact with candidates even by telephone call to double- check they are still interested. You can do an initial screening call which will speed up the process.
  • If you have a closing date, do not wait until it has passed to review CVs: by then it could be too late.
  • Remember good candidates will not wait around the old saying, “ the early bird catches the worm” and applies equally in recruitment.
  • Start interviewing ASAP, and ideally at the start of the week. Remember most candidates who are in employment need to hand in 4 weeks’/ one month’s’ notice and if you wait until the middle or the end of the week , this could run into another week.
  • Don’t have candidates hanging on:, make decisions quickly. This reflects on your company and how you work. People like to work with companies that are decisive and don’t delay when making decisions. Your recruitment process reflects this.
  • Review your salary structure and make sure it’s competitive. You will no longer be able to pay below the market rate.
  • Review company benefits to attract candidates. Since the pandemic, this has made a game changer when candidates are moving jobs.
  • You need to not only offer a competitive rate but also additional benefits e.g., pension, health insurance and maybe additional holidays which can be accrued with service, rewarding loyalty:, things like giving candidates their birthday off can be a sweetener.
  • Flexible working or hybrid working is something that’s here to stay. This can be very difficult for companies that can’t offer this due to business demands. If this is the case there could be something else you could offer, even one day working at home or finishing early on a Friday.
  • Make sure when you are interviewing you are aware of candidates who are just using the opportunity to get more money from their current company.
  • This will depend on your interviewing techniques and how you ask the relevant questions of candidates. If you establish this at the start of the interview, it will save you a lot of time.
  • Make offers asap: don’t delay.
  • Check references immediately and even ask candidates if it is ok to ring their referees and get the reference confirmed on paper too.
  • Check when they can start, ideally the sooner the better. This is where it can all go wrong, so keep in touch during their notice period.
  • Send out an offer letter as they will want something in writing before they hand in their notice.
  • They will also want a contract, too. Most candidates prefer this before starting so you may have to adapt your procedures. Just because it’s been this way before, doesn’t mean you can’t change it now.
  • If you want the right candidate, you need to be flexible
  • Timing is everything in recruiting staff so ensure you keep in touch with candidates once they hand in their notice and confirm a start date.
  • Then make sure you are in touch regularly every week until they start. This is when they can change their mind right up until they start
  • You as an employer need to put an effort in to keep in contact during their notice period. They could have had another interview after they accepted your offer and decided to take it.
  • If this happens, you will have wasted anything from 4-12 weeks trying to recruit and then you have to start again, costly and very time consuming.
  • Once they start, make sure they have an induction to the company and are made to feel welcome. This doesn’t cost money but will ensure your candidate settles in well
  • In conclusion, recruiting is very time- consuming and costly, especially in today’s challenging market. Putting an advert online or job board is no longer enough, invest in a good Recruiter you trust who will spend their time focusing on filling your vacancy while you can get on with your business.
  • In today’s market, this is essential

If you need help, please get in touch, and please also check out my testimonials to hear what my clients and candidates say.

Email cm@cathymoranrecruitment.com or call 07751856436

Thanks Cathy

New Job for Operational Manager with plumbing/Bathroom experience & background at Management level

Operations Manager ( Retail/Wholesaler) c40k Euros  + incentive +  company vehicle – Buncrana Co Donegal

A new role has been created for an experienced proactive Operations Manager from a retail background or customer focused background in any of the following areas: Plumbing, tiling, bathrooms, tiling, kitchens or construction.

The successful candidate must have a proven track record in managing people as well as the day-to-day operations of the business. The successful candidate must have a positive can-do attitude offering new ideas and solutions in driving the business forward. This is a senior role reporting to the Directors.

The Role

  • You will be responsible for managing all staff looking after the warehouse, show room and trade counter for this organisation.
  • Industry Knowledge within plumbing, bathrooms and tiles advantageous.
  • You will manage operational processes to ensure the effective flow of goods into, through and out of the warehouse to the point of delivery. Maintain focus on quality management systems and lean principles.
  • Have a clear commercial focus and well-rounded understanding of business requirements and objectives, including financial understanding and the impact the warehouse has on overall profitability.
  • Understand the importance of customer service and the company culture relating to meeting our customers’ expectations and manage the team effectively to ensure this is achieved, within company guidelines.
  • To oversee the running of the showroom to ensure that the showroom is visually merchandised to an excellent standard and to ensure that the highest levels of Customer Service are given at all times.
  • Liaise effectively with the ICT & Marketing Executive to ensure effective implementation of relevant marketing strategies.
  • Ensure that the sales team are appropriately trained to question and understand customer requirements and match their needs to the company’s excellent and diverse product range.
  • Ensure that all sales team members complete quotations in line with Company pricing and accurately record all customer information to ensure efficient follow up.
  • Ensure and reinforce that all customer quotations are to be actively followed up within 3 Days of initial visit to the showroom.
  • Ensure that all orders are planned and scheduled so that clients’ expected delivery times are met.
  • Actively drive the performance of the sales team to maximise all revenue opportunities through developing strong customer relationships and the upselling and cross selling of products and associated materials
  • Ensure the efficient and accurate inspection of materials, products, or equipment to detect defects to eliminate customer returns
  • Attend weekly Senior Management team meetings, advise the MD, prepare reports and contribute to the development of the Company business plan.
  • Ensure that systems are established, monitored and maintained to deliver the best possible service standards.
  • Encourage and build mutual trust, respect, and cooperation among team members.
  • Provide guidance and direction to all operatives, including setting performance standards and monitoring performance through daily/weekly meetings,
  • Keep records of employees’ attendance and hours worked.
  • Through improvements in efficiency and mechanization continually challenge targets for on time delivery, quality, waste and other KPIs.
  • Take full ownership and responsibility for all quality and delivery issues to ensure they are investigated and an acceptable outcome is reached by working with relevant departments.
  • Lead the morning meeting, ensuring all points raised can be responded to and resolved appropriately.
  • To reach planned delivery schedules at all times and ensure that any challenges are tackled pro-actively ensuring customer expectations are not affected.
  • Recommend or implement measures to motivate employees and to improve work methods, equipment performance, and efficiency.

Experience & Qualifications

  • Previous experience working as an Operations or Retail Manager within a builders merchant or Plumbing/Electrical/heating/Tiles whole saler required.
  • Must have minimum 4 years’ experience working in a management role at this level in any of the following areas: Retail management, store management, builders merchant, plumbing wholesaler, electrical wholesalers, tiles or kitchen or any relevant discipline.
  • Experience managing a show room preferable.
  • Experience managing a warehouse also preferable.
  • A positive can-do attitude and willingness to work as a team player.
  • Problem solving skills and customer focused.
  • Priority will be given to candidates with relevant experience.

This job is based in Buncrana in Co Donegal.

Hours of work are Monday – Saturday 8.30 – 5.30 pm and Saturday 9.30 – 3 pm with 2 days off. Please only apply for this job if you can work the hours stated and able and happy to commute daily to this location.


Click or drag a file to this area to upload.