Have you recently been ghosted? Ghosting – experienced initially on the dating scene, has now bombarded the hiring world. No matter whether a candidate starts to avoid your calls, or is MIA for their first working day, ghosting is becoming a common annoyance for recruiters.
Although a candidate’s actions are ultimately out of your hands, there are ways you can reduce the likelihood of ghosting occurring throughout the hiring process.
We explore more in this week’s post.
What is Ghosting?
Before getting into the nitty-gritty, let’s touch on ghosting and its impact. Say as a recruiter, you’ve spent significant time and effort getting to know a candidate, putting them forward and prepping them. They receive an interview invite, which they accept, yet you soon find out they’ve failed to attend. If an appropriate reason has been communicated beforehand, a no-show can be justified. However, if no communication has been made at all, it looks like you’ve been ghosted; how do you feel?
Although it is your candidate’s job search and responsibility, ghosting can look bad on your part too. Clients who’ve significantly invested in hiring will not appreciate time wasters – and they will perceive you like one also, even when it’s not your direct fault.
On the other end of the spectrum, recruiters have also known to ghost candidates, again, negatively impacting their brand. Have you ever received an application, communicated with candidates, yet failed to follow-up with the next steps?
Have you kept candidates in the dark by failing to share decisions, whether that be bad or good? We all know how important this is for job seekers nowadays. If so, you’ve also ghosted.
This can damage your chances of working with some candidates in the future, along with bringing a bad name to your agency too.
Did You Know These 5 Scary Ghosting Facts Currently Experienced in Recruitment?
1. Recent researchreveals that 23% of job seekers have been ghosted by recruiters – proving that the current rise is a mutual fault.
2. More than4 in 10 candidates believe ghosting is reasonable behaviour when applying for a job.
3. Out of2,800 research participants, over a quarter of job seekers have backed out of a job offer, resulting in ghosting. One key reason for failing to communicate this decision is embarrassment.
4. Recent research, including 600 recruitment consultants,found that 48% of job seekers have ghosted the application process, showing an increase from 2018, and a significant further growth this year.
5. Overhalf of the average candidates fail to receive any form of communication by recruiters/hiring managers up to 2-3 months post applying.
Although the above statistics may not shock you, ghosting can and will have a significant impact on a recruiter’s reputation. If you are a recruiter, ghosting candidates, or you’re experiencing avoidance by applicants, negative associations will be made. To overcome any possible damage to your brand, there are some easy steps you can take throughout the hiring process.
Ways to Prevent Ghosting Moving Forward
Set Expectations at the First Instance
One of the best ways you can initiate engagement is by setting clear expectations mutually. By sharing with candidates how you will maintain consistent communication, and expect the same in return, the likelihood of ghosting will reduce.
Many candidates may not understand the impact ghosting behaviour can have on their reputation in the job market. Have some examples of ghosting and their damaging effects? Share them, with the hope to demotivate ghosting behaviour. Opening and explaining potential consequences will increase their desire to remain loyal to you as their recruiting partner.
Keep Communication Consistent Throughout
Candidates in the current job market desire open, honest and consistent communication. By maintaining engagement throughout, you will experience a different approach from the candidate.
Remember, the candidate’s experience will influence the potential of ghosting.
Flip the Focus onto Your Candidates
If you feel that ghosting may be on the horizon, placing focus on your candidate’s career goals as your priority, is the way forward. This will ensure that candidates feel valued by you as a recruiter.
Set a Timeline Once a Decision Has Been Made
If you’ve managed to move a prosperous candidate throughout the hiring funnel without any ghost-like behaviour – well done, but it doesn’t stop there. Even once a decision had been made, ghosting can happen.
This can be overcome by keeping successful candidates engaged. This can include a welcome pack provided by your client, sharing all information of your knowledge on the role and company in advance, along with answering any questions they have. Remember, the hiring process is your responsibility up until your candidate has completed their first day.
Ghosting is and will continue to bombard the recruitment world. Make sure you take any possibilities into account, along with decreasing your ghosting habits. Otherwise, a hefty knock to your recruiter reputation may be on the cards.
Keep vigilant, engaged and transparent.
Until next time,