Why Candidates and New Hires Are Ghosting Employers
If you’ve ever been on a date or chatted with a potential partner online, you’re probably familiar with the term “ghosting”. In the dating world, this means abruptly cutting off all contact with someone, standing someone up for a date, or simply disappearing all together like a ghost.
In the age of the Internet, ghosting is an all-too-real possibility. You can easily strike up a conversation with someone or show interest in them, only to later stop answering their texts, calls, or emails, or even block them online.
With record-low unemployment and seemingly endless job opportunities, ghosting has also infiltrated the professional world. Job candidates are ghosting recruiters by not showing up for interviews, not responding to calls and emails, or even not showing up for their first or second day of work. As you can imagine, ghosting can cost companies a fortune, forcing them to restart the hiring process all over again.
But candidate ghosting is usually a symptom of a larger problem, namely a poor candidate experience. Ghosting may always be an issue in the digital world, especially as companies continue to compete for top talent, but as a recruiter, you can reduce your chances of being ghosted by implementing these three recruiting strategies.
Keep in Touch
Ghosting can be a two-way street as many recruiters simply decline to notify candidates if they’re still in the running. If a candidate takes the time to fill out an application, complete a skills test, or go in for an application, only to be met with radio silence, there’s a good chance they will ghost recruiters in the future.
To improve the candidate experience, keep in touch with candidates as much as possible throughout the application process. Be timely with your notifications so candidates aren’t waiting around to hear whether they’ve moved onto the next round.
You also need to keep candidates informed so they feel prepared for every stage of the application process. Some recruiters prefer a sink-or-swim approach, choosing to leave their candidates in the dark, but this only increases the chances of ghosting.
According to a recent study, just 38.2% of candidates received any information prior to their actual interview.
Not having any information prior to an interview gives candidates all the more incentive to blow off the interview all together and move on to another potential job – maybe even with a competitor of yours.
It also takes a lot of time and effort for these candidates to participate in an interview, so reward them by offering them feedback on the experience. You’re already taking notes during the interview, so take a few minutes to type up your feedback and send it off via email.
Just 5.5% of candidates said they received moderately useful feedback from employers when they were notified they were not selected for the position, and only 2.6% of candidates received “specific and valuable feedback.”
Turn these interviews into a learning experience and candidates will reward you.
Write Detailed Job Descriptions
The more candidates can learn about the position in question, the higher the chances they will follow through with the application process. Bland job descriptions might attract a wide variety of candidates, but many of these candidates won’t feel invested in the position.
From the candidate’s perspective, it’s easier to blow off a potential job they don’t know much about, as opposed to a detailed job description that tells them exactly what they can expect to get out of the position.
Make sure you include information about the role, compensation, your company’s culture, what it’s like to work at the company, and what candidates can expect from the application process, including how much time it will take them to fill out the form or complete a skills test. This helps candidates prepare for the application so they can better manage their time and decide whether it’s worth applying in the first place.
Writing detailed job descriptions also shows potential candidates that you care about their time, instead of keeping details under wraps.
Educating potential applicants all starts with a great employer branding strategy. If you want to improve your reputation as an employer, sign up for brand marketing conferences to learn more.
Collect Feedback on the Application Process
Time is money in the professional world, so try to speed up the application process as much as possible. 33.4% of candidates spend 30 minutes or more on the average online application, and 10% spend an hour or more. That’s a lot to ask of potential candidates, especially when they have hundreds of job opportunities to choose from. Even if you think applicants can complete an application in just 20 minutes, that may not be the case for the majority of applicants.
That’s why it’s important to collect feedback from applicants to learn more about how they view the hiring process. You may be putting some candidates at a disadvantage without realizing it or failing to provide adequate instructions.
Show applicants you care about what they have to say.
Collecting feedback gives you a chance to follow up with every applicant and learn more about how they experience your application. Use this information to perfect the candidate experience so applicants feel they’re putting their time to good use.
Ghosting may never go away entirely, but improving the candidate experience helps you avoid this nightmare situation. Put yourself in the shoes of your applicants and treat them how you would want to be treated.