Why Candidates Are ‘Ghosting’ Employers and What HR Can Do About It

Why Are Candidates 'Ghosting' Recruiters?

A recent report revealed a concerning number of candidates admitting to ghosting potential employers.

This alarming trend is costing companies time, resources, and valuable hires, sending a wake-up call for organisations to rethink recruitment strategies.

According to the respondents, they ghosted the organisations after:

• Experiencing a poor interview
• The organisation was different from they initially expected
• Receiving a better job offer from another organisation
• The working hours described during the interview were not a good fit
• The working model for the job was not a fit for them
• There were too many interview rounds

But for jobseekers, the biggest red flag during the hiring process is the lack of communication from potential employers. Other red flags include:

• Companies avoiding questions about pay
• Vague job descriptions
• Disorganisation/need to reschedule meetings
• Poor impression of the company's culture
• Lack of human connection

Source: HCA Mag article dated 17/10/23

Companies must reform their hiring practices to streamline the process, improve interview methods, eliminate discrimination, and create a more engaging experience for candidates.

How To Avoid Ghosting in the Recruitment Process?

Put yourself in the candidate's shoes. Would you appreciate the way you're handling the process? Remember, ghosting reflects poorly on your company and can damage your reputation as an employer.

By following these tips, you can create a more positive and efficient recruitment experience for both candidates and your HR team.

1. Be a communicator:

   • Set clear expectations: Outline the interview process, timelines, and communication channels in the job description and initial outreach.
   • Update proactively: Keep candidates informed, even if it's just to say "your application is progressing." Let them know if deadlines shift or interviews reschedule.
   • Respond promptly: Aim to acknowledge applications within 24-48 hours and address follow-up questions within 48-72 hours. Respect candidates' time.
   • Close the loop: Inform all candidates, even those not selected, about the outcome. Offer feedback if possible.

2. Streamline the process:

   • Shorten the interview loop: Multi-stage processes can lead to frustration and drop-off. Reduce unnecessary application steps and communicate timelines clearly.
   • Use technology efficiently: Implement automated tools for initial screening or scheduling interviews.
   • Prioritize feedback: Don't let interviews pile up without giving feedback.

3. Show candidate experience matters:

   • Personalize communication: Use the candidate's name, instead of generic templates, and address their specific skills or experience.
   • Highlight your company culture: Showcase what makes your workplace unique and appealing.
   • Offer resources and support: Provide interview tips, company FAQs, or contact information for questions.

4. Remember, it's a two-way street:

   • Respect a candidate's decision: If they withdraw, let them go gracefully. Ask for anonymous feedback to improve your process.
   • Learn from ghosting: Analyse why candidates may be dropping off and address the root cause, whether it's unclear communication, a lengthy process, or lack of company appeal.

By prioritising communication, efficiency, and candidate experience, you can reduce ghosting and attract top talent. Always bear in mind that you're not just recruiting, you're building relationships.

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