There’s nothing worse than having a job candidate you’ve nurtured for weeks – or just hired – disappear into thin air. It’s called “ghosting,” and according to USA Today, many businesses report that 20 to 50 percent of job applicants and workers are no shows.
One of the main reasons for ghosting is it’s a candidate’s market, with today’s job applicants having lots of options – and that power is affecting how they behave. Meanwhile, this trend is disturbing, hiring plans, and costing organizations money.
While it’s probably impossible to halt ghosting completely, here are some examples of what search firms, recruiters and hiring managers can do to help prevent it:
1. Make the Interview and Hiring Process Quick and Painless
One reason applicants sometimes lose interest or disappear is the hiring process gets drawn out. Today’s applicants are very tech-savvy and used to receiving information quickly. If things take too long, a candidate may decide to move on without notifying you.
2. Develop a Personal Relationship with Candidates
Too many emails and not enough real communication that sells the position can kill a job applicant’s desire to continue to interview. Recruiters should work hard to sell why the candidate is an excellent fit for the new company and what the timeline and process is. Give candidates a reason to commit to your hiring process.
3. Text your Candidates
Another great way to keep job seekers engaged is to communicate through text messaging, which is the most popular way for millennials to stay in touch. Considering that 90% of text messages are read within three minutes, you can be sure that candidates will read your messages and feel compelled to reply.
4. Work Hard to Sell the Hiring Company
One way to keep the ghosting epidemic in check is to beef up the potential employer’s brand.
Make sure to set their business apart from its competitors and paint a picture so the applicant can envision working there. Make sure to communicate aspects of the job you think will entice them, the corporate culture, the organization’s standing in the marketplace, the benefits package, and, if appropriate, the salary.
5. Keep the Potential Employer Engaged
The hiring company can sometimes play a part in the ghosting process, so it’s important that they understand the importance of being timely. Say you’ve spent time forging a relationship with a candidate, but once you put them forward to your client, they take two weeks to make an offer (and the candidate ghosts you.) Make sure your clients understand that this not only reflects badly on you but on their business as well.
The Bottom Line
As a recruiter or hiring manager, you’re bound to get ghosted. This is an unfortunate side effect of today’s job market and a new generation of jobseekers. If a candidate or new hire drop off the face of the earth and doesn’t respond to an email within 48 hours, give them a call. Still no response? If you’ve done your best and given them ample time to respond, move on! Your time is valuable.
Lanmark Staffing has over 40 years of combined experience in human resources, recruiting, temporary placement services, temp-to-hire services, sales, and management. Our team of experienced professionals can help you meet your hiring needs quickly and effectively. Contact us today.