Finally. After months of searching for the perfect candidate, you’ve won the lottery. It seems like it anyway.
You walk into work with a spring in your step.
Just when you think life is looking up, you notice an insistent buzz.
It’s the team lead on the phone wondering where the newbie is. You try reaching the candidate, but you can’t.
All your frantic attempts have hit a brick wall.
Guess what? You’ve been “professionally” ghosted.
For years companies have ghosted candidates. The tables have turned now and the harsh truth is that it is a candidate’s market.
The lack of professional courtesy is obviously frustrating, yet, not surprising anymore, because it’s all in a day’s work for a recruiter in today’s time.
— Jamini Pulyadath, Talent Acquisition Manager, HackerEarth
Could it be payback? Or plain bad manners? Was it a nicer way to avoid the awkwardness that accompanies refusal? Whatever the reason, ghosting has become a common phenomenon in the job market.
Professional ghosting by candidates occurs when that candidate goes incommunicado abruptly with no explanation. This is particularly harrowing for recruiters who have spent months trying to get the right person for a role.
They are gutted when their purple unicorns go AWOL. From wondering if a spaceship has beamed up a candidate to hoping that no unforeseen accident has befallen the candidate, recruiters are in a frenzy trying to make contact.
It isn’t that no-shows and last-minute refusals are new for a hiring team.
When a candidate doesn’t respond to the final job offer post interviews or show up on the first day of work or reply to urgent emails during the hiring process, you can kiss your incentives goodbye.
However, let’s see how getting ghosted after candidate interviews (or after multiple interviews) or accepting a job offer is truly a recruiter’s biggest nightmare.
I think ghosting is a failure of the process: not setting the tone and expectations and not understanding your candidate. If you ask beforehand where are you in the process with other companies and your candidate is in final rounds or in offer negotiations when your candidate ghosts you, you might think it was the role, but, in actuality, it was another offer.
—Eileen Hennessey, Head of US HR Operations at LexInsight
Most have been at the receiving end at one time or another. They’ve spent several nail-biting moments waiting for that call or that email from a hirer.
To be harsh, the companies brought this upon themselves. Could they have been more respectful or transparent when turning down employees?
Look at this poorly worded rejection email a candidate shared on Twitter.
No wonder dejected employees feel strongly about the apathy and lack of courtesy HR managers show when rejecting a candidate.
Recruiters could take solace in the fact that such behavior doesn’t bode well for a healthy employer-employee relationship in the future had the candidate shown up. Remember that it pays to be courteous even if your candidate decides to call you after a few days.
Also read: 5 Reasons For Bad Candidate Experience In Tech Interviews
Often, people avoid picking up calls when they are sure the conversation is likely to be uncomfortable
Refusing a job offer at the nth minute is unprofessional (without good reason), and they know it.
Recruiters could just file it away like a bad experience and get back on the hunt and hope for success.
They have no further use for you — they got a better offer, or they heard scary things about your company, or they simply changed their mind because they didn’t like your recruiting approach.
They are neither courteous enough nor smart enough to offer excuses and not burn bridges.
Recruiters should consider it an example of good riddance to bad rubbish. Or, hirers could just give them the benefit of the doubt and move on. More importantly, it could be time to change your hiring process.
Candidate experience, which must be optimized at every stage of the recruiting funnel, is directly linked to recruitment performance. Indeed, a recent report by Appcast shows that a whopping 92% of candidates are put off by and do not complete filling out long-drawn-out online job applications.
Next would be to identify where and why the candidate has abandoned you (candidates start the application process but don’t complete it; they don’t respond to calls or show up at interviews; they reject the offer at the last minute or become a no-show.)
Additionally, what recruiters could also do to avoid professional ghosting by candidates is:
All the above steps might prevent a no-show on the first day. At the end of the day, doing your bit to keep candidates engaged throughout is what’s in your hands. The rest is up to fate.
Also read: 6 Must-Track Candidate Experience Metrics To Hire Better
There is no excuse for blatant disregard. Sometimes, recruiters get ghosted because they have at some point in time or the other failed to respond to candidates after an interview.
These disappointed candidates (who are your customers as well and could affect sales even) would have spoken to other potential hires about their bad experiences.
As a direct result of that, your employer branding will take a hit and soon enough, no candidate wants to apply for your company.
Bad experiences are long-lasting and widely shared. Looks like it pays to be nice, doesn’t it?
It really is a small world; let candidates know when they don’t make the cut and why in time.
Recruiters should remember to ask candidates about counteroffers, their aspirations, what motivates them, and what concerns they may have about showing up for the interview or signing on the dotted line
Some red flags to look out for would be: candidates who are not that interested in learning about the role, the company, or your role within the organization, and candidates who state they are in the final stages with other companies already.
It’s the day of the scheduled interview, and you’re waiting… but the candidate never shows up. No email, no call. They’ve vanished without a trace, leaving you with an empty slot in your calendar and a myriad of questions.
We pray this never happens to you but if it does, here are some tips that may come in handy:
Here are some additional tips that may help you avoid being ghosted by candidates:
By following these tips, you can reduce the chances of being ghosted by candidates and improve your overall hiring experience.
Within a candidate-driven market, it has become increasingly important to have always your plan B ready to go as more candidates attempt to withdraw after they’ve formally accepted your job offer.
You can never be 100% sure if a candidate will actually join, until their first day in the office. Offering the best candidate experience from A to Z throughout the entire hiring process is all you can do to attract talent for your company.
—Jesse, a corporate recruiter in the European fashion industry.
In many parts of the world, you can see that hiring is often tricky because it is a candidate-driven market. There are more white-collar workers refusing to turn up for interviews or work than before.
That being case, recruiters have to plot their strategy carefully, ensuring that the candidate has a great experience at every step, and you are in no danger of ending up with a non-starter.
Have you had similar experiences? Do tell us.
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