When you need to fill an open position, few moments offer that same sense of relief as finding the perfect candidate. However, if the job seeker no-calls/no-shows to an interview, stops answering your emails, or otherwise drops off the face of the planet, that relief quickly transitions back into a ball of stress.

“Ghosting,” as it’s called, is increasingly common among applicants. While it’s frustrating to employers, it’s important to understand that there’s typically a reason for the behavior. By understanding the “why” behind ghosting, you can take steps to decrease the odds that it’ll happen to you. Here’s what you need to know.

Ghosting for a Better Job

In many cases, candidates have several opportunities that they’re pursuing at once. As a result, they may be interviewing with another company while they’re considering an offer from you. If that other business then presents a better offer, they may cease all communication with your company, even if they previously accepted an offer.

The best defense against this type of ghosting is ensuring your job offers are competitive. If you were attempting to lowball or know that competitors are presenting better compensation, your odds of getting ghosted are incredibly high. Comparatively, if your offers meet or exceed what’s available elsewhere, candidates are more likely to stick.

Ghosting After Feeling Ghosted

In some cases, candidates aren’t the ones who ghosted first. If communication from your company is poor, the job seeker may assume that you’re no longer considering them for the position. As a result, they decide to simply move on, opting to ignore any messages if you choose to reach out days, weeks, or months after going dark.

Counteracting this kind of ghosting is simple. By reaching out to candidates regularly, updating them about where they are in the hiring process, and otherwise keeping them in the loop, they know they’re on your mind. Plus, they feel informed and valued, which keeps them engaged.

Ghosting Because the Process Is Too Long

When it’s an employer’s market, companies have the luxury of drawing out hiring processes to make sure they genuinely get the best candidate for the job. However, when it’s a job seeker’s market – which is what’s present now – an incredibly lengthy hiring process simply won’t stand.

If you’re requesting interview after interview after interview, candidates are going to get frustrated. That’s particularly true if there’s no apparent end in sight. As a result, they may decide to stop responding to interview requests, mainly because they feel their time and effort are being disrespected.

Additionally, longer processes mean the candidate is more likely to get an offer elsewhere. Even if they were more interested in your role, they might not be willing to forgo an offer hoping that your process will end soon. That leads them to accept that other position and potentially ignore any communications from you moving forward.

Ideally, you want to avoid this problem by streamlining your hiring process as much as possible. If multiple people need to be involved in interviews, opt for panels instead of a series of one-one-ones. Make decisions quickly, and let job seekers know exactly what the entire process looks like from the beginning, as that increases the odds they’ll remain engaged,

Ultimately, ghosting is frustrating. By using the tips above, you can limit the chances of it happening to you. If you’d like to learn more, the team at TempStaff can help. Contact us today.



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