MAJOR CHALLENGES OF CANDIDATES GHOSTING RECRUITERS
Introduction
What is Candidate ghosting?
Candidate ghosting refers to the candidate who simply disappears during the hiring process without communicating anything about it.
Candidate Ghosting: 6 Top Reasons
- Misfit Skill Sets: These days, applying to jobs has become easier, which is the one-click feature at most job sites. As a result, more applicants are applying to batches of several jobs without carefully reading the descriptions. On top of that, some applicants forget who all they applied to. When they actually get a call or email from a recruiter, they look into the job description through Roly, and if the skill set doesn’t align with the job description or if the logistic requirements don’t match with their expectations, they remove themselves from the hiring process without informing the employer.
- Multiple Job Options: Most talented candidates hold more than one offer. Get a counteroffer from their current employer or even expect some great offers too. Sometimes choosing between two offers can get competitive, and therefore some candidates would prefer to avoid getting into tough conversations with recruiters. Just so you know, this behavior of avoiding disappointment is common across all age groups of candidates.
- Disorganized Hiring Process: When a hiring process is either too slow or too lengthy, then most candidates lose interest and are drawn to competitors, and thus, they drop off in between the hiring process.
- Ineffective Communication from the Recruiter/Hiring Manager: When the recruiter/hiring manager doesn’t communicate well or doesn’t respond on time, then many candidates assume that they are no longer interested in them. Poor communication, lack of engagement, and unmanaged expectations about the role, compensation, company culture, career path, and so on put off many candidates, and consequently they disappear from the hiring process.
- Some Employers have Bad Brands: When candidates don’t find good reviews on companies on job review sites such as Google or Glassdoor, they opt out of the hiring process.
- Change of Candidates Priorities: When personal preference comes over professional commitments, some candidates get the site right; either they forget and get time to get back to you.
Ways to Reduce Candidate Ghosting:
1. Truly connect with your candidates: Having specific communication is key across all the hiring stages, from initial outreach until the new hire onboards for this:
- Set the expectation right upfront: Developing a transparent relationship with your candidate, providing as much clarity around schedules, the compensation, a realistic job review, and non-negotiable job aspects helps prevent ghosting.
- Make yourself approachable: Add a personal touch to your conversation with candidates, like a similar pastime or similar interest. If they are connected to you personally, they are going to be less likely to ghost you, plus let them know it’s ok if the situation changes at their end; you would rather appreciate letting them know upfront if they have something else going on at their end. This way they will be less likely to ghost the process when they find another better opportunity. “Bad news is far better than no news” when it comes to hiring.
2. Streamline Line Your Interview Process:
- Limit the number of interview rounds: Advise the hiring manager to limit the number of interviews rounds and provide feedback on the candidates as soon as possible.
- Be flexible with interview scheduling: Be open to conducting interviews outside of business hours for some candidates who did not get the time during office hours, especially when you are securing top candidates.
- Do regular follow up with your candidates before and after each stage of an interview. Send candidates interview reminders a day before and on the day of the interview an hour early, as they might lose track of it also. Let your candidates know to inform you in case they want the interview to be rescheduled. Do this when you are in constant touch with your candidates and you know there might be some genuine reason for no show. If you do it for every other candidate, you might get to reschedule an interview.
- Stay Responsive: Until a new hire onboards, the hiring process doesn’t stop when a candidate accepts offers as mentioned; candidates struggle with multiple interviews, and there is a possibility that they might have received other offers after having received yours. Therefore, it is highly important to maintain communication during this time.
- Move On: There is always going to be someone who will go. No matter how many follow-ups you do. Anything happens with your candidate, from just being not a good candidate to a serious emergency. Send your candidate an email or a text and ask them to reach out to you in case they are stuck in some enforcing situation.
By – Swati Singh
Very well said.