How to Prevent Candidate Ghosting
If you’re a recruiter or hiring manager, chances are you’re no stranger to candidate ghosting. In fact, 76% of employers report being ghosted! Originating from the rise in online dating, the term “ghosting” has made its way into the hiring process.
Ghosting occurs when candidates stop replying to emails, fail to show up to interviews, or miss their first day of work. Check out our tips below to see the right way to handle and prevent candidate ghosting.
If you’re experiencing ghosting from the candidate side, check out our companion article for tips on how job seekers can navigate similar challenges.
1. Follow Up With a Message That Requires a Response
The first thing you should do when you don’t hear back from a candidate is follow up through their preferred method of communication. If you’ve already done this without success, make sure the next message contains specific follow-up details, requiring a response. You can say things like: “Our next step is to schedule a follow-up meeting to discuss your offer. Does Wednesday at 1:00 PM work for you?” Hopefully, this will elicit a response from the candidate. If you still don’t hear from them, consider sending one final message.
You don’t want to pester candidates too much, but reaching out one last time helps improve your recruiting process. The final follow-up message should reaffirm interest in working with them. Encourage the candidate to reach out if any of your other positions look like a better fit. It’s also helpful to close the message with a link to a survey about your recruitment process. This helps you gain a better understanding of what went wrong and how to make recruiting improvements.
2. Review Your Recruitment Process
Are you checking in with candidates at each stage of the hiring process? Do you streamline interviews to eliminate downtime? According to CNBC, 49% of candidates in high-demand industries turn down job offers due to a poor recruiting experience. If your organization is struggling with frequent ghosting, it may be time to look inward at your hiring process.
A 2019 study found that some of the biggest deal breakers for candidates were inappropriate interview questions, an application process that took longer than a month, and a lack of communication. Candidates were more likely to accept a job offer if the company highlighted growth opportunities, flexibility, and commitment to improving diversity and inclusion within the organization.
You may feel your team is already doing an amazing job, but remember, there’s always room for improvement. Refining this part of your recruiting process may even prevent future ghosting!
3. Improve the Candidate Experience
Build relationships with your candidates to ensure that they communicate effectively with you throughout the hiring process. By taking a candidate-centric approach to hiring, you’re showing applicants that you genuinely care about them and their success. This approach may seem difficult while you’re juggling interviews and other positions, but it really comes down to “The Golden Rule of Recruiting” — treat others how you would like to be treated.
Even if this specific candidate doesn’t end up moving forward with your company, they may be able to refer someone who could. By showing respect and going out of your way to be accommodating during the hiring process, candidates will develop a positive image of your organization, which helps to bring in more qualified applicants. We may never know why some people choose to ghost, but we can do our part to ensure that every candidate has a favorable recruiting process and candidate experience.
We hope these tips help you improve your recruiting process and overcome the stress of being ghosted. Need help finding qualified candidates in the telecommunications, IT, or engineering sectors? Reach out to us!
