Why is this happening and how can we try to stop it?
Ghosting is not only linked with online dating. It’s rearing its ugly head more and more in the world of Recruitment. Ghosting can happen at any stage of the recruitment process, either right up front but also right at the end of a lengthy process and you’ve sent them the offer letter. This is really becoming a growing problem. Years back, the hiring process was much simpler and less predictable. These days it’s gotten pretty complicated and unpredictable. According to report on Linked In 95% of recruiters say they’ve experienced ghosting and 40% of candidates think it’s ok to ghost a recruiter. And this ghosting figure has increased by 10-20% in the last year!
There is a lot you can do as a company to improve the talent journey making sure they feel 100% part of the process, engaged and being communicated with all the way through.
Want to minimize the risk of being ghosted? Here are some pointers that might assist in eliminating this.
1. Put in place a transparent talent acquisition strategy
You want to attract the right candidates and it’s important that you work with your team to make sure you know what the business needs are for each role. Keep candidates in the loop from the very start. Tell them your expected timeline and make sure they know what the process will entail.
2. Shift the focus onto the candidates and learn more about them their goals during the interview – make it a genuine conversation with open ended questions.
By being authentic, communicative and putting your candidates first, you can establish a strong relationship and minimize the risk of being ghosted.
3. Follow up!!
Candidates hate being left in the dark! So as a client/recruiter – keep in touch with them early on and often. Deliver on your promises. Candidates who feel ghosted by recruiters and clients are much more likely to do the same and you want to try and avoid that.
COMMUNICATION IS KEY! Both ways.