Are your candidates ghosting you?
Since the start of Covid-19, we have seen major changes and new trends related to the way we work, look for jobs and hire. But there’s one particularly troubling workplace trend that’s been on the rise. It’s called ghosting.
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.
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.
Why is it happening?
Candidate ghosting all comes down to employees having more choices. As we’re currently in a tight candidate market, job seekers have the upper hand.
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
But it’s not all at the fault of job seekers. Candidates do it. Employers do it. Everyone is guilty of this bothersome practice. However, employers can
5 ways to prevent ghosting
- Be transparent
- Create a welcoming atmosphere
- Send messages that encourage engagement
- Streamline recruiting process
- Make an offer they can’t refuse
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 time 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.
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.
Live Assets is a boutique IT Staffing/Recruiting firm specializing exclusively in building IT teams of excellence for the Information Technology sector.
We are a small, but productive team that works closely together and has had a 96% success rate for the past number of years!
We have a diverse number of clients and industries and focus on both full-time and contract I.T. opportunities.