Was invited for a panel “skype” interview. I was notified that they will conduct a technical and competency (behavioral) based interview where I would need to demonstrate my competence level based on my professional experience for this role. There was no advanced information on who would be in the panel. As the call began, we ran in to technical issues which required me to repeat myself several times. After starting over and over, they suggested to call me. After we switched over to the phone, we got disconnected where I had 20 minutes remaining for the interview. After I tried to call the recruiter back and in parallel wrote her an email that I was no longer in the call, I never got a response and all attempts from my side to mitigate the situation was ignored. In summary, I was left in the dark and to this day no feedback/response. It may seem paradoxical when the UNDP claims to value dialogue and feedback, as well as invest time in hiring to squander that one asset of ethical behavior. According to the Secretary General, he has placed a series of good practices to encourage that “all management and staff in the United Nations Secretariat have a responsibility to contribute to building a culture of integrity and honesty. One powerful way to strengthen understanding and commitment is to have … discussions.” A simple response from an organization that sets high ethical standards in feedback warrants feedback to the interviewee when the lines of communication were cut (technical or not). A bad candidate experience impacts more than candidates. It hurts your employment brand. It’s also, at a human level, disrespectful of the person looking for employment. My Tip: If you want to support many countries in accelerating progress under the Millennium Development Goals, start looking at your internal HR processes and demonstrate respect for your interviewees who were literally in the middle of conducting an interview. Top talent has no desire to work in a disrespectful organization with leaders who simply don't care about the recruiting process nor ignore a candidate who loses her/his phone connection in the interview. Ignoring a candidate in the course of the interview is a symptom of dysfunctional Leadership and HR; it violates the rules of common human courtesy and smart communication.