Today, it’s a candidate-driven job market. Skilled professionals have options when they want to find a new job, so they aren’t inclined to remain in a company’s hiring process if they find it dissatisfying in any way.
However, not all job seekers make their intention to remove themselves from consideration known. Ghosting – when a candidate ceases all contact without providing a reason – has been on the rise, leaving many companies perplexed and frustrated.
While you may never be able to eliminate ghosting, there are steps you can take to limit the likelihood that a job seeker will disappear. Here are some tips that can help ensure candidates stop ghosting you.
When you are focused on securing top talent, speed is of the essence. A slow hiring process is considered the leading cause of ghosting for a few reasons. First, if an in-demand professional receives a job offer from another company, they may opt to cease all communication with other organizations. Second, they may simply become frustrated with the process, choosing to walk away instead of expressing their displeasure or tolerating the slow pace.
Addressing this issue is relatively straightforward. Aim to streamline your hiring process whenever possible, reducing the total time involved, interview delays, the number of interviews required, or anything else that can speed things up. Additionally, actively communicate with leading candidates throughout the process. Let them know the timeline and touch base often to keep them engaged.
Improve the Candidate Experience
If a candidate has a less than ideal experience during the hiring process, the odds increase that they’ll ghost the company. Harsh treatment, a lack of communication, poor follow-through or even a cumbersome application can all harm the candidate experience, prompting top talent to disappear.
One method for correcting this problem is to treat your candidates like your customers. Keep them informed regarding their progress through the hiring process, share details about timelines, communicate regularly, and eliminate portions of the application process that may draw ire (like multiple essay questions or asking them to submit a resume and complete an application). Further, make sure the messages you send to candidates don’t feel automated and depersonalized, and consider using communication channels they favor, like social media.
Personalize the Interview Process
Making a candidate feel special can dramatically reduce ghosting. By personalizing the interview process, you increase the odds that a job seeker will remain engaged.
Tailor your interview approach to the individual by requesting information that impacts their decision should they be presented with a job offer. This allows you to speak directly to their needs and concerns, making the discussion more meaningful.
Providing personalized feedback quickly after the interview can also have a positive effect. Similarly, offering several potential interview locations, time slots that occur after typical business hours, or the ability to participate in a video interview instead of having to show up in person can be beneficial, particularly for candidates with tight schedules.
Ultimately, all the tips above can help reduce the likelihood that a candidate will ghost you. If you’d like to learn more about how you can attract and engage with in-demand job seekers, the professionals at The Squires Group can help. Contact us to speak with one of our recruitment specialists today and see how our hiring process expertise can benefit you.