The term “ghosting” was coined for online dating, when the other person cuts off all communication with no warning. Unfortunately, the behavior is now widespread in American society, and it’s hitting employers’ recruitment programs.
Human resources staff and professional recruiters have countless horror stories: The scheduled interviewee who never showed up and never responded to further contact. The great hire who, without a word, simply didn’t come to work on the first day. Or the employee who attended a few training sessions and “resigned” without telling a soul.
In fact, 40% of candidates today say ghosting an employer is completely fine, so companies will have to deal with this phenomenon. The question is, how?
There is also the longstanding perception of job searching to confront. After all, “don’t call us, we’ll call you” entered the vernacular for a reason. For ages, job seekers complained about submitting dozens, even hundreds, of résumés and never hearing back. Good candidates would undergo lengthy interviews and receive no input on why they weren’t selected.
One might consider today’s “ghosting epidemic” proof positive of the Golden Rule. Treat others as you would want to be treated. Or, ghost others and you may, in turn, be ghosted.
Fortunately, the candidate experience has been changing for the better. A tight job market has compelled employers to put more effort into making a great impression, communicating effectively, and garnering positive word of mouth from prospects, whether hired or not. It’s a good sign for the future, but it also means ghosting is taking a particularly high toll right now.
Did you miss the event? Don’t worry! Because we’ve made the recorded version available here.
Check out that link learn WHY candidates are ghosting (and no, it’s not only when employers break the Golden Rule). And most importantly, find out WHAT you can do about it, so you can stop investing so much time, effort, and attention in great candidates only to have them disappear in the wind.
There’s also vital information in the webinar about the role of onboarding practices—including pre-employment background screenings—on ghosting. So don’t miss it!
Human resources staff and professional recruiters have countless horror stories: The scheduled interviewee who never showed up and never responded to further contact. The great hire who, without a word, simply didn’t come to work on the first day. Or the employee who attended a few training sessions and “resigned” without telling a soul.
In fact, 40% of candidates today say ghosting an employer is completely fine, so companies will have to deal with this phenomenon. The question is, how?
Who Ghosted Who?
Interesting survey research indicates employers’ own recruitment processes may be to blame for at least some ghosting activity. For example, did you know that 1 in 4 candidates who ghosted claim the employer did so first? These prospects feel that they didn’t receive prompt follow-up to an application, interview, or onboarding task, so they abandoned the process.There is also the longstanding perception of job searching to confront. After all, “don’t call us, we’ll call you” entered the vernacular for a reason. For ages, job seekers complained about submitting dozens, even hundreds, of résumés and never hearing back. Good candidates would undergo lengthy interviews and receive no input on why they weren’t selected.
One might consider today’s “ghosting epidemic” proof positive of the Golden Rule. Treat others as you would want to be treated. Or, ghost others and you may, in turn, be ghosted.
Fortunately, the candidate experience has been changing for the better. A tight job market has compelled employers to put more effort into making a great impression, communicating effectively, and garnering positive word of mouth from prospects, whether hired or not. It’s a good sign for the future, but it also means ghosting is taking a particularly high toll right now.
Ghosting is Complicated—But There Are Solutions
Fortunately, there are ways to reduce ghosting in your recruitment processes. Asurint hosted a webinar on the topic, featuring our own Vice President of Human Resources Huda Farunia and CEO of Staffing Solutions Enterprises SueAnn Naso. They delivered extensive insights into developing a “ghosting resistant” recruitment process, and the duo answered dozens of questions from participants.Did you miss the event? Don’t worry! Because we’ve made the recorded version available here.
Check out that link learn WHY candidates are ghosting (and no, it’s not only when employers break the Golden Rule). And most importantly, find out WHAT you can do about it, so you can stop investing so much time, effort, and attention in great candidates only to have them disappear in the wind.
There’s also vital information in the webinar about the role of onboarding practices—including pre-employment background screenings—on ghosting. So don’t miss it!