Nowadays, it’s normal for job candidates to suddenly disappear and stop responding to recruiters during the hiring process.
This is called “professional ghosting,” and it’s happening more often. But why do candidates do this?
And how can recruiters keep them interested in the job? In this article, we’ll dive into those questions and give you some helpful tips to ensure you find the right candidate for your company while also building a good reputation.
What is candidate ghosting?
Ghosting is a term used to describe a situation in which someone suddenly stops all communication without explanation.
This term has also entered the professional world, known as “professional ghosting,” when candidates stop responding to recruiters without an apparent reason.
Ghosting is not a new phenomenon.
A survey conducted by Indeed found that in 2019, 18% of job seekers ghosted an employer, but that number has risen to 28%. During this time, 76% of employers have been ghosted by job seekers. 57% of employers believe that ghosting has become more prevalent.
Recruiters and candidates can both struggle with the interview process. Recruiters may find it draining, while candidates may find it uncomfortable.
However, as a recruiter, It’s essential to understand the candidate’s perspectives and feelings during the interview process to overcome these challenges.
Understanding why some candidates may stop all interactions without explanation will allow you to adjust the interview process and make it more comfortable for candidates.
Reasons why candidates ghost employers
- Lengthy hiring process. When a company takes a long time to decide whether to hire someone, it can make the person who applied lose interest in the job. This can happen if the company makes the applicant go through many interviews, tests, and checks, which can be exhausting and take up a lot of time.
- There is a better offer available. It’s common for candidates to apply for multiple jobs, which means they may receive a better offer from another company. In some cases, candidates may not feel obligated to inform the recruiter or employer they have been in contact with and instead choose to ghost without providing any explanation.
- Poor interview process. A flawed interview process is often cited as one of the main reasons why candidates decide not to proceed to the next round, even if they have already reached it. First impressions are crucial for both the candidate and the employer, so if the interview experience fails to leave a positive impression, the candidate may ghost the employer. Employers should create an engaging and welcoming interview process that makes candidates feel valued and respected to prevent ghosting and attract top talent.
- Lack of excitement about the role. A job applicant who is not excited about a job may stop responding and look for other opportunities. A few reasons could explain this, including unclear job descriptions or needing to understand what the company is trying to accomplish. There may also be a need for more confidence in the person’s abilities.
- Unaligned compensation or benefit expectations. If someone who is applying for a job has a specific salary or benefits expectation (like how much money they want to get paid or what kinds of perks they wish to have, such as health insurance), but the company isn’t able to offer that much, it could cause the person to stop responding to the company’s messages.
- Change of personal circumstances. Sometimes candidates are initially interested in a job but later on, their situation changes. For instance, they could receive a job offer from another company or have a family emergency requiring them to change their plans. If this happens, they may need to cancel their application or stop talking to the employer.
- Poor company review score. Glassdoor is the first stop for many candidates when researching a company. Negative reviews left by unhappy former employees can significantly influence the candidates’ decision on whether they will proceed with the interview without warning.
Strategies for keeping candidates engaged
- Short approaching. When contacting a candidate, keep your messages brief and to the point, including only the most essential information.
- Keep your interviews short and straight to the point. Job interviews can be nerve-wracking for candidates, so a lengthy and complex process can make it even more challenging. To make it easier for candidates, keep the interview process short and straightforward, especially if the job does not require many rounds of interviews or complex tasks. Additionally, various interview techniques can help analyze and select the right candidate efficiently.
- Do interactive interviews. Encourage candidates to ask questions and address their concerns during the interview to avoid misunderstandings.
- Keep consistent communication. Maintaining consistent communication throughout the hiring process is essential. It means keeping candidates updated on their application status, providing feedback after interviews, and being transparent about the next steps. By doing so, candidates will feel more engaged and valued and less likely to ghost employers.
- Explain the expectations. To keep candidates interested in a job, the employer needs to tell them what they can expect during the hiring process. This means being honest about what the job involves, what kind of skills and experience is needed, and how long the hiring process will take. It also means being clear about salary, benefits, and the hours they will be expected to work. When employers set clear expectations, candidates are more likely to feel satisfied and satisfied, which can help them stay engaged and interested in the job.
- Regularly check with candidates during the recruitment process. If you have a large pool of candidates waiting to be interviewed, it’s essential to keep in touch with those who have already passed the initial stages of the process. This will help reassure them that the hiring process is ongoing and that they have been remembered.
- Write messages that require a response. When asking for an answer from a candidate, it’s essential to be respectful and avoid being rude or demeaning. Ask them if they are willing to continue with the process, as this will help you determine which candidates are still interested and which have moved on.
- Reject candidates respectfully. When informing unsuccessful candidates, it’s essential to do so in a considerate and respectful manner. Let them know that you will keep their details on file and reach out to them in the future if a suitable position becomes available.
In Conclusion
Understanding why candidates ghost and taking measures to keep them engaged throughout the hiring process is crucial for recruiters to find and retain top talent.
Candidates may ghost due to various reasons.
To keep them engaged, recruiters and interviewers should keep their interviews short and straightforward, maintain clear communication, set expectations, regularly check with candidates, and write messages that require a response.