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Candidate ghosting is increasingly common. A significant number of candidates are not showing up for interviews, responding to job offers, or beginning work on the start date.

 

Ghosting became even more common when the coronavirus pandemic hit. More employees leaving their jobs meant there were more job openings. Additional hiring to fill the openings led to additional ghosting.

 

According to a study by Visier, a provider of people analytics and workforce planning solutions, 37% of U.S. job seekers admitted to ghosting a current employer in the past 18 months. Also, 30% said they ghosted a potential employer. Plus, 10% of job seekers said they ghosted both a current and potential employer.

 

So, why might you be ghosted during your hiring process, and what can you do to improve your results?

 

Factors That Impact Ghosting

Many process factors can lead to candidates dropping out of your hiring process. For instance, the process may move too slowly. Perhaps the candidate does not feel connected to the company or the role. Or, the progression of the interview steps may not be what the candidate expected.

 

The Visier study uncovered other reasons for candidate ghosting:

  • The salary was below expectations (29%)
  • The candidate received more attractive job offers (28%)
  • The candidate felt the role was inaccurately presented (27%)
  • The company had a bad reputation (26%)
  • The candidate had concerns about company culture (22%)

 

These factors likely contributed to the fact that 31% of survey respondents said they would ghost an employer after their first day on the job.

 

Methods to Reduce Candidate Ghosting

There are changes you can make to your hiring process to better attract and retain candidates. The following examples may help:

  • Personalize your hiring process. Include personalized messaging that enhances the candidate experience. This may involve the addition of videos about the hiring manager and company culture in your job descriptions.
  • Clarify candidate expectations. Let candidates know what to expect from the interview process. Provide regular opportunities for candidates to ask questions.
  • Maintain candidate communication. Automate communication with candidates as much as possible. This may include sending text message updates on where a candidate is in the interview or offer process.
  • Monitor the candidate’s journey with other companies. Candidates in the final stages of interviewing with other companies may be receiving job offers. This means you might want to modify your own hiring process to potentially provide a job offer to a top candidate.

 


Partnering with a recruitment agency can help put you in touch with the right candidates for your business. Reach out to us at PrideStaff of Northern Kentucky to learn more about how we can assist you in your staffing needs.


 

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