‘Ghosting’ at work

The term “ghosting” comes from the online dating world. Now it has become a common term in the corporate world, in response to the large number of candidates who disappear during the recruiting process.

These practices are not new; a few years ago, the Wall Street Journal published a report about them on LinkedIn.

Ghosting has always existed. But the increase in the practice prompts us to look at the causes and pay attention to this trend. It may be a symptom of a tight labor market, where candidates have more options as well as, changing attitudes towards what is fair and professional.

Or maybe this is just a classic example of you get what you give. Candidates learn from the best and recruiters get a taste of their own medicine. After years of ignoring candidate experience, they really can’t complain.

In other cases, some candidates say they are afraid to face a supervisor and don’t know how to leave without feeling guilty. Others explain that they are in markets where unemployment rates are low. They are not afraid to change jobs or find something better. Sometimes job offers are not transparent; when new employees go to the job on the first day, they discover something very different from what they were proposed in the interview.

The scariest thing about this practice is that it can occur at any stage of the hiring process. It leads companies to waste time and resources on failed hires. But the most important question is: what can we do about it?

10 Steps to avoid ghosting 

1) The first contact is crucial. The recruiter must create a confident atmosphere that allows candidates to relax their nerves. As recruiters, we assume that the interest comes from the candidate. But, we have an important position to fill. By changing this perception, we change the focus to the candidate as the most important customer.  

2) Recruiters need to sell the job offer. It’s not about just listing the tasks and talking about the salary. It’s about giving a complete picture of the job. Making sure candidates see the benefits of being hired so they feel excited to be part of the team. 

3) It’s about creating a positive experience for both parties. 95% of candidates believe there is a connection between the interview and what the job will be like. If the interview is stale, then the candidate will assume that the job will be quite boring and might look in another direction.

4) Companies should be as transparent as possible in their hiring processes. Hiding or avoiding information can cause the candidate to disappear when they meet reality. Honesty is key, don’t promise things that won’t happen.

5) Positive testimonials and quality internet reviews increase the candidate’s confidence in the company. Sharing information about the previous processes can give them tools to properly complete their application. 

6) Talking about salary too early could be a waste of time if the candidate ultimately decides not to accept your proposal. Additionally, offering a salary that does not match the candidate’s expectations is a sure way to lose them.

7) Recruitment decisions shouldn’t be long. The more time you wait to respond, the more likely the candidate will disappear or be hired by another company. After 48 hours of initial contact, there is a 90% chance that the candidate will be long gone. It is essential to follow up and send emails explaining each stage of the process.

8) Collect more than one way to communicate with candidates. A single email address or phone number may not be enough. Reaching out through social media, for example, can help maintain contact and will let the candidate know that your company is really interested. 

9) The recruiter should never leave or disappear from the process. They must follow up on the hiring process. Inform the candidate if they are not selected. Even give them reasons to improve their future applications. These answers will strengthen the relationship between the brand and the candidates.

10) Candidates will share their experiences with other people, making their opinion very powerful. If their experience with your company was positive, they’ll likely share it even if they don’t get the job. Always give them something positive to say about your brand.

Companies should be committed to providing a good experience for candidates and ensuring a safe and win-win environment. Candidates will know by doing this that your offer provides opportunities for professional growth and development. At City Job Offers, we engage with our candidates to provide the best quality experience and achieve their goals.