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Are Job Candidates Ghosting You? Try This Recruiter’s Advice

Spooky season is upon us! People are carving pumpkins, dressing in crazy costumes, and swapping scary stories. So, in the spirit of Halloween, we’re taking on a truly horrifying subject. This is so frightening it can make a hiring manager’s hair stand on end at the very mention. That’s right. We’re talking about candidate ghosting. Beware!

Is Ghosting For Real?

Oxford Languages defines ghosting as “the practice of ending a personal relationship with someone by suddenly and without explanation withdrawing from all communication.”

When somebody ghosts you, they stop replying to your messages, they don’t answer calls, they stop all forms of communication. There’s never any explanation—they simply disappear without a trace.

Originally a dating term, ghosting is becoming increasingly common in business, especially in the context of recruiting. For example, a 2021 survey by Indeed found that 28% of job applicants had an employer—10% more than in 2019. And today’s reality seems much worse. In fact, a U.K. poll earlier this year found that more than 75% of job hunters admit to ghosting in the past year. Scary statistics, to be sure!

Why Do People Act So Creepy?

There’s no single reason why candidates ghost potential employers. But ghosting clearly seems more common when job vacancies are prevalent in a particular sector. 

When more opportunities are available, applicants have less incentive to keep in touch. They will often receive viable offers more quickly, so when they do, they’ll accept the most attractive option and move on.

However, ghosting also happens when vacancies are few and far between. We’ve seen it up close at our own recruiting agency, even in niche roles where very few opportunities exist. 

In a discussion with our team, one brave team member confessed to ghosting a prospective employer in the past. She explained, “I was pretty far into the interview process when a few issues raised concerns for me. These were mainly about time off, travel expenses—things that probably should have been resolved up front.”

The truth is, we can make some educated guesses about a candidate’s motivations, they can ghost us for any reason. Without an explanation from the candidate, you’ll never know for sure what happened—and that’s what makes it so frustrating.

The Business Impact of Ghosting

Probably the worst impact of ghosting is that it wastes time. You could spend months sourcing credible talent and conducting interviews. You may even get to the stage where you’re negotiating a package. And then without warning—poof!—that top candidate goes silent. 

Ghosting is not only time-consuming—it is expensive as well. Consider this:

The average U.S. cost per hire is $4,700 for a non-executive role and $14,936 for an executive, according to Zippia. Most roles are filled within roughly 42 days, but it can take much longer when ghosting comes into play.

And it’s not just about the extra cost of a delayed hiring process. It’s also important to take into account the business cost of an unfilled role, which can cost employers dearly in terms of lower business productivity, quality, and responsiveness.

How Can You Combat Ghosting?

Although it’s impossible to shut down ghosting altogether, we’ve learned some techniques to help employers prevent candidates from vanishing into thin air.

1) Invest in the Relationship

Put yourself in a candidate’s shoes. As one recruitment specialist told the BBC earlier this year, “Candidates are being approached all the time with an abundance of jobs to choose from […] if they have multiple applications on the go, it can be easier to simply ignore one of them.”

If a candidate is in contact with multiple recruiters or hiring managers, it’s easy for several to fall off of the radar. But if you develop a working relationship with candidates, you’ll remain top-of-mind. Just as you would with a friend or colleague, make sure you stay in regular contact with candidates. Show that you care by touching base when you say you will and by keeping them updated throughout the hiring process.

2) Be Transparent From the Start

Before you move forward, strive to clarify what a candidate is seeking in a role, and reflect on whether your offer will meet those expectations.

People may feel uncomfortable telling you they’re unhappy or unsure about an aspect of a role. Instead, they may find it easier to simply move on. So be sure you understand their job requirements from the start of your working relationship.

In particular, don’t keep the details of an offer secret. For example, if a candidate is interested only in working remotely, an in-office location will likely be a dealbreaker. It’s best to be upfront about every aspect of the role before you make an offer. This saves time for both you and the candidate.

3) Establish a Long-Term Connection

Smart hiring managers and recruitment specialists help candidates recognize the value of maintaining a relationship throughout their careers. Rather than just completing an immediate transaction, recruiters can introduce candidates to influential people within their industry and help build their professional network over time.

Ghosting can cause unintended reputational damage. So, if you help candidates see the long game, they’ll be less likely to abruptly end your communication. 

4) Respond Kindly to a Rejection

We’ve seen employers lash out at candidates who decline an offer. This is a surefire way to encourage more ghosting! If a candidate rejects a job application, remember they’re doing you a favor by responding at all.

Keep responses polite and professional. Thank the candidate for their transparency, wish them well, and keep the door open for the future. It’s a surprisingly small and very well-connected world. So think about how much goodwill a gracious response can help your organization, in the long run.

5) Ask People Not to Ghost

Sometimes the best way to encourage candidates not to ghost you is just to…ask! Tell people upfront that if they change their mind about the opportunity at any point, you would really appreciate a heads-up.

This approach has often worked for our team. It lets us be more proactive in filling roles for our clients. Because we have spent time nurturing trust with our candidates, they tend to be candid in sharing their thoughts.

Of course, this may not work every time, but it can’t hurt to try.

6) Recognise When You’re Being Ghosted

…and move on. Don’t assume that a candidate will eventually get back in touch with you to seal the deal. If a candidate is wasting your time, then your energy is better spent on finding a more suitable applicant elsewhere.

Similarly, you should never put all your recruiting eggs in one candidate basket. With ghosting on the rise, it’s crucial to have at least one active candidate at any given time. But ideally, you should keep two or three more high-quality candidates in the running for an open position, as well.

7) Don’t Ghost

You may have been ghosted, but there’s never a reason for an employer to be a ghost. Employers who blow off applicants can quickly develop a bad reputation for ghosting and wasting candidates’ time, too. 

If we expect candidates not to ghost, we must treat them the way we would like to be treated. Recognizing the time and effort unsuccessful candidates have put into their applications is a must.

Employers should keep all candidates informed of the outcome of their application, whether it is positive or negative. Otherwise, that negative candidate experience may come back to haunt your organization in the future.

All this Ghosting Talk Is Kind of Scary!

But don’t worry, you made it to the end. And now you’re much better equipped to avoid those wicked ghosts. Poof!

Three Key Recruiting Methods to Find More Candidates

Considering how important it is to just about everything a business does, it’s a surprise that hiring isn’t given more strategic attention. With the advent of affordable hiring software, there’s no longer any excuse for this. Here are three key recruiting methods that will help you get a hiring process that works and a flow of better candidates.

  1. Is social recruiting for real?

Attracting job candidates with social recruiting

Social recruiting has sometimes been touted beyond its capacity to deliver, but it can help. You need to create buzz around the jobs on your careers page. LinkedIn has scores of groups you can join, mention jobs in, or initiate general discussions around a role, a company or industry.

Smart companies make sure they have created Facebook groups or a Facebook Jobs tab, or even run a Facebook ad campaign, with the sole purpose of attracting potential candidates. Your biggest fans are a good place to look when you’re hiring. Add as many touch points as possible between you and prospective candidates.

Social media has a role, but you cannot afford to ignore job boards. Depending on the nature of the role being hired, free job boards should be the first port of call.

  1. Job boards still essential

Some job boards, like Indeed, also offer free options that can be combined with paid ones. SimplyHired and Glassdoor offer free postings when you access them through an ATS like Workable. For the most effective places to post your jobs, check out our job board directory, which enables you to choose job boards based on industry, location, and cost (paid versus unpaid).

Don’t post your jobs on Friday evening, or by Monday, they’ll be last week’s news. Wait until Sunday evening or Monday morning and advertise your roles when the candidates are most active. Most job boards use freshness as a factor in ranking job search results.

Job board recruiting advice from Jeff Dickey-Chasins, Job Board Doctor

When the volume of candidates is the priority, LinkedIn, Indeed, and Craigslist are the top sites for posting paid job listings on account of their popularity, functionality and reach. These provide the maximum return on investment (ROI).

Are paid job boards always the way to go? No. There are many jobs where the free job boards can perform adequately. Indeed, for example is the biggest job board in the world. Indeed’s free version has a huge amount of candidate traffic and can provide great candidates. The decision on which job boards are best for you needs to happen on a role-by-role basis.

  1. Candidate sourcing 101

Advertising has its limits and referrals are great but sometimes they won’t provide you with enough leads to be confident that you’re making the right recruitment decisions. Which leaves you looking for those “passive candidates”, the ones who aren’t actively seeking a new job.

This used to be known as headhunting although these days there’s also strategic sourcing of job candidates (think of it as headhunting before the kill). The key to this is to know as much about your prey as possible. The necessary steps should already be familiar from your hiring plan and job descriptions.

Picture your ideal candidate and ask these three questions to begin building a profile:

  • What experience would they have?
  • What kind of job are they doing now?
  • Which companies have good people doing this job?

Once you have a profile the sourcing begins. The good news is that there are more sourcing tools than ever, and everyone will already have a digital footprint. Github is strong on programmers, TalentBin is a good all-rounder, and then there’s LinkedIn, the biggest professional network. Browse profiles and make a long-list of prospects.

Now begins the courtship. You need to put your research to work in framing an approach. Start with prospects whom you can reach out to using your existing network. Utilize the hard-won experience of recruiters when it comes to cold-calling (usually via email) prospects outside your network.

Recruiting advice from Rob Long Workable VP for Growth

Make sure to warm up your cold call. With a bit of research and a concise, personalized message, you’ll improve your chances of getting a response from the passive candidates you approach.

The recruitment funnel

Done properly, your recruitment process should resemble a funnel. What you’ve seen here belongs at the top of the funnel — the wide net you cast to get the highest number of quality applicants. For the rest of it, look to our Recruiting Strategies Guide For Small Businesses. You’ll find mini-case studies, interviewing techniques, tips for leveraging recruitment software, and advice from recruitment experts such as Tim Sackett, Mervyn Dinnen, and TalentCulture’s own Meghan M. Biro.

About the Author:

Christine Del Castillo is the Community Manager at Workable where she primarily works on community building, digital content creation, and social audience development. She frequently writes about HR tech, hiring, and recruiting for Workable

 

photo credit: No 3 – green paint via photopin (license)

 

Workable is a client of TalentCulture and sponsored this post.