Have you ever had a job candidate cut off communication and stop responding to you without warning? You were likely ghosted. The term ‘ghosting’ may sound more familiar in the dating world to describe when a person abruptly stops communicating and disappears with no explanation. The trend has made its way into the professional world. Candidate Ghosting has been happening to employers more and more frequently. Research conducted by Robert Half of more than 800 senior managers in Canada revealed that more than 4 in 10 respondents (43%) said it’s more common for job candidates to cut off communication now than two years ago.
Why are candidates ghosting?
One of the main explanations is the current job market where there are more jobs available than job seekers. These job seekers are often juggling multiple job opportunities and potential job offers – it’s a job-seekers market. If you don’t have what they are looking for, they will quickly move on to somewhere else.
What can employers do about it?
Although you may not be able to prevent it from happening altogether, here are some tips on how to reduce your chances of being ghosted:
- Communicate and Explain the Hiring Process
Be clear, open, and honest in your communication with the job candidate. The interview process is your time to get to know the candidate and the candidate to get to know you and the Company. Make the most of your time together and ask the right questions.
Explain the hiring process and the steps involved. Will the candidate have one interview or more than two interviews? Let the candidate know your timelines for filling the role. What’s the next step? A candidate may end up ghosting if the hiring manager takes too long to get back to the candidate. Consider asking the candidate, “If you were to be successful, how much time do you need before starting?”
- Be Flexible
Offer flexible interview times, candidates might ghost if they feel the process is inconvenient. Offering flexible times or virtual options can make it easier for them to follow through.
Make rescheduling easy, if a candidate needs to reschedule, offer alternatives and be accommodating. This builds rapport and makes it harder for candidates to justify dropping out without notice.
- Set Up a Great Candidate Experience
Positive candidate engagement makes the experience as positive as possible. A smooth, respectful, and engaging interview process can make candidates feel valued and more likely to follow through.
Sell the role and company during interviews, and make sure candidates feel genuinely excited about the opportunity. The more motivated and interested they are, the less likely they are to ghost.
- Set Expectations of the Role
Set expectations of the role by posting a clear job posting with a detailed description of what the job entails. Sometimes a job title doesn’t always reflect the job duties involved in a role. For example, for a Housekeeping candidate, walk through a day in the life and describe all job tasks such as cleaning toilets, vacuuming, making guest beds, and removing garbage. Depending on the position, consider introducing the candidate to their potential workplace by giving the candidate a tour of the building and meeting fellow employees. A candidate may seem interested throughout the interview process, but they may end up ghosting if they realize the job is not for them.
- Follow Up with Candidates
Check In Quickly! If a candidate doesn’t show up for an interview or stops responding, follow up quickly. A gentle nudge may prompt them to re-engage.
If and when possible, survey ghosted candidates and ask candidates who ghosted why they did so. Their feedback can help you identify any issues in your recruitment process that may need to be addressed.
- Use Technology to Automate Follow-ups
Take advantage of automated reminders or even automated responses to acknowledge receipt of an email. Use scheduling software to automatically remind candidates of upcoming interviews, assessments, or deadlines, if possible.
Try using a Candidate Relationship Management (CRM) system or an Applicant Tracking System (ATS) to manage the recruitment process such as Indeed. Implement a CRM system to stay in touch with candidates, track communication, and follow up on timelines more efficiently.
- Move Quickly and Present an Attractive Job Offer
Once you know that you have found the right fit for the role, move quickly. Get back to the candidate timely. Make a verbal offer and follow up with a formal job offer contract. Present the candidate with an attractive job offer. Be transparent from the beginning about compensation. If you are unable to match what the candidate expects, consider adding value to their total compensation by offering either a sign-on bonus or a contract completion bonus. Can you offer a flexible, hybrid, or remote work option? Sell the perks of the job.
- Analyze and Improve the Hiring Process
Review the process for barriers, a long or complicated hiring process may cause candidates to lose interest. Identify where the process can be streamlined and improve the candidate’s journey.
Improve your employer brand, candidates may ghost if they perceive your company negatively or are unsure of the job’s value. Regularly assess your company’s reputation and make improvements where necessary.
Be respectful. Ghosting is a two-way street, meaning it works both ways. Candidates don’t want to be ghosted as much as you, so let the candidate know if you are not interested in moving forward with their application. You will be protecting the reputation of the Company and possibly retaining a potential candidate for a future job opening.
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