You probably know the principle of ghosting. The perfect candidate sends their CV through and applies for a position within your organisation. You invite the person to a job interview and… nothing. Silence. Now what?
You may be wondering: If job seekers are ghosting, isn’t that their problem? Aren’t they the ones that need work? Not exactly.
70% of recruiters/hiring managers are under the impression that job seekers are ghosting because they got a better job offer. 40% of job seekers deny this, though. So what is the real reason that ghosting is only on the increase? And what exactly can you do about it?
No ghosting here. We’re going to help!
Ghosting is a term used to describe a situation where somebody suddenly disappears off the radar and stops communicating halfway through the process.
Originally from the world of online dating, it is a globally known phenomenon that almost 35% of humanity has experienced first-hand. 🤷
Fun fact: Generation Z and Millenials are the generations that practise ghosting the most, in the dating world as well as the recruitment world.
The term used to refer to recruiters in conversations between candidates. But guess what? The tables have turned.
Sure, other job offers can very well be the reason why your candidate has ‘ghosted’. But have you ever thought about other possible reasons?
You, as the recruiter, put a lot of effort into your candidates, and they know that. Just imagine. You’ve applied for a vacancy, only to realise that you’re not that interested a few hours later. Are you going to notify the recruiter about this? Or will you ghost in an attempt to spare their feelings? Well, 13% of job seekers chose the second option.
Maybe the communication wasn’t fast enough, or at least not as fast as the candidate had hoped. That can demotivate them to stay invested in your application process.
Or what about this? This could actually be the most important reason: there was no human touch from your side. It’s essential that the candidate feels confident and at ease. The human touch is the oil that smoothes the process, makes it more pleasant, and a lot less superficial. Did you not add any empathy to your relationship with the candidate? Chances are that this is why they suddenly disappeared from the face of the earth.
How do you avoid ghosting?
Well, for starters: prioritise open and crystal clear communication. 💬
Blunders and misunderstandings are best avoided with proper communication. It will also make your candidate feel more confident and optimistic throughout the process. Listen to your candidate, be empathetic, and you’ll see how smooth the process can be.
Be transparent. Tell your candidate everything. What will the job interview look like? What does the position entail? Your candidate will very likely want to know all this and more. Another thing. Was the candidate not successful? Let them know! A good, friendly rejection can be the foundation of a future work relationship.
Build a relationship with your candidate. Your candidate will feel wanted and at ease. There is no way you’re going to be ‘ghosted’ if you’ve built a good relationship with your candidate.
All you have to do now is… don’t ghost them back.