Are your candidates ghosting you?
Ghosting has become an unfortunate trend in the recruitment world, leaving employers and hiring managers frustrated and perplexed. Candidate ghosting refers to the act of applicants suddenly disappearing from the hiring process without any communication or explanation. While it may seem challenging to combat this behavior, there are proactive steps that recruiters can take to minimize candidate ghosting and foster a more respectful and transparent hiring experience. In this blog, we will explore effective strategies to get candidates to stop ghosting and ensure a smoother recruitment process.
What is candidate ghosting?
Though this term originates from the dating world, its meaning still applies in a professional manner. Ghosting is essentially when one person suddenly cuts off contact with no explanation can happen at almost any phase of the recruiting process.
Some of the reasons candidates ghost are:
- The job didn’t meet their expectations
- Poor interview process
- Didn’t feel respected by hiring managers
- Received another job offer
43% of employers have said that ghosting from job candidates has become much more common than it was two years ago. Every industry is affected by ghosting, but studies have found it more common in technology, administrative, and customer support roles.
6 Tips to Prevent Candidate Ghosting
- Be transparent
- Create a welcoming atmosphere
- Send messages that encourage engagement
- Streamline recruiting process
- Hire with a recruitment agency
- Make an offer they can’t refuse
Transparent communication
We know ghosting goes both ways, so it’s up to you to set the tone. If candidates feel you lack in communication, then their candidate experience won’t be positive, causing them to bail. At the very start of the recruitment process, you should ensure all communication is meaningful and honest. Doing so will encourage candidates to offer the same courtesy. One of job seekers’ biggest complaints is employers who don’t send rejection notices. Promoting small changes like sending rejection notices with feedback can encourage candidates to see your hiring process to the end. Or, even if they do find a new opportunity or lose interest, they will be more likely to let you know they would like to withdraw their application.
Create a welcoming atmosphere
A candidate is more likely to present their best qualities when they feel relaxed. Throughout the hiring process, it’s important you create a welcoming environment. Right from the beginning, you should set expectations and share your perspectives on company culture. During interviews, you should be engaged and show interest in what the candidate has to say. Giving common respect and fostering a welcoming environment will put candidates at ease and can also improve your employers brand.
Send messages that encourage engagement
Ensure any messages sent out are inviting, persuasive and precise. For example, after interviews, you can send personalized follow-up emails briefly highlighting some of their outstanding skills or qualities you noticed. End your messages with details about the next steps and a strong call to action (CTA).
Streamline recruiting process
If you’ve upped your engagement and practice honest communication but still notice an uptick in ghosting, then you might need to up the pace. Your company might have a lot to offer, but if you aren’t quick to hire, other employers will be snatching up top talent. If candidates seem to be dropping off like flies, it might be able to improve on your hiring process. Streamlining using tools like applicant tracking systems (ATS) can make your hiring process more efficient. As a result, you can save on time and cost and land the talent of your choice.
Hire with a recruitment agency
One of the best preventative measures you can take is partnering with a recruitment agency. A technical recruiter can pre-screen candidates and recommend those they feel are best suited for your needs.
Make an offer they can’t refuse
What do you have to offer? Like everyone else, you’re offering a job and a paycheck, but what makes you stand out? It’s a competitive hiring market, and if you want to retain talent, you need to be ready to compete.
Don’t scare your talent away with outrageous offers right off the bat, but a sign-on bonus or in-demand perks like flexible work options can turn some heads. In addition to compensation and benefits, what else do you have to offer in your employee value proposition? If job seekers believe you don’t have opportunities for growth or a proper work-life balance, they’ll find work elsewhere.
As an employer, you might not be able to totally prevent ghosting, but with very simple changes, you can minimize your risk and boost your retention plan and candidate experience in the process. What it mainly comes down to is respect. Whether you’re an employer or a job seeker, it’s important to offer the same consideration and courtesy you expect to receive.
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