What to Do When Too Many Candidates Are Ghosting You

While ghosting is already synonymous with online dating, it's also becoming an increasingly well-known and costly practice in recruiting. You have gone through the entire interview process, selected your top applicant, and sent out the offer letter, sounds easy, right? 

However, for many firms, the hiring process is no longer as straightforward as it once was. Indeed, prospects ghosting employers is becoming a major issue. 

This new tendency leaves employers frustrated and perplexed in a candidate-driven job market. So, what's causing this shift in behaviour? Keeping employers in the dark doesn't inspire much guilt for job applicants who have previously experienced employer ghosting. In fact, it feels appropriate. 

While this tendency may be on the rise, there's a lot you can do to improve the candidate screening process at your organisation and guarantee that candidates are engaged and communicative.

Identifying the reasons for this and creating a proactive plan to provide a high-touch candidate experience will help you reduce the chance of being ghosted dramatically. Here's how to curb candidate ghosting:

 

1. Create a crystal clear talent acquisition strategy

Attracting the prospects you desire begins with a transparent and communicative recruitment strategy. Working with your team to clarify your business needs for each hire and ensuring that candidates are kept in the loop from the start is the best approach.

To manage expectations, inform candidates of your expected timeline and a general outline of the interview process. This type of strategy can help you authentically express your employer brand story, which can reduce turnover and enhance the success of your recruitment efforts. 

The best part is that it may aid in converting your candidates into your biggest supporters and clients. Even if they don't get the job, 64% of candidates who have had a positive talent journey said they plan to continue their engagement with the company.

 

2. Keep your communication channels open, and if you don't hear back, follow up

When it comes to the interview process, most job seekers feel that being kept in the dark is the worst thing that can happen. A staggering 48% of candidates are irritated by companies that don't keep them informed about their progress. 

What is the solution? Make early and frequent contact with prospects, letting them know when they can expect to hear from you and following through on your promise to contact them. Above all, maintain open communication channels and don't be hesitant to write a follow-up note if you don't receive a response immediately away. 

This is an excellent approach to letting prospects know that you won't be ghosting them, and it also decreases your chances of getting ghosted.

 

3. Turn your attention to the applicants and know more about their goals

The interview process can be intimidating for many candidates, especially when hiring managers ask difficult questions about their job history, education, or background. 

Create a welcoming environment by establishing the groundwork for a genuine dialogue, asking open-ended questions, and learning more about who they are and their ambitions. This is a fantastic approach to discovering more about your applicants and helping them understand how you can help them advance their careers, both within and outside the organisation. 

It's also a terrific opportunity to establish a good working relationship right away and learn how potential employees will adapt to your corporate culture and fit in with the rest of your team.

 

Although candidate ghosting is an alarming trend, it does not have to negatively influence your company. You can build a solid relationship and reduce the danger of being ghosted by being genuine, communicative, and putting your candidates first.

Source: ConveyIQ