Getting ghosted? Try this…
Ghosting…we all have been there before. Unfortunately, this blog post does not cover how to recover from the emotional heartbreak of a significant other ghosting …. *Sigh*, but we’re just not that kind of blog.
I think we’ve all been ghosted at one time or another, especially as a candidate. The black hole is real, ya’ll. But, being ghosted by a candidate is getting more common. In the past year, candidates ghosting employers has increased by 10-20%. Not only that, 95% of recruiters say they have experience with candidates ghosting them. And, a whopping 40% of candidates felt they thought is was acceptable to ghost a prospective employer…. YIKES!
Oh, how the tides have turned
It begs the question: How can we, as recruiters, avoid this upsetting and discourteous act?
First and foremost: Have a plan.
Enticing the candidates you want begins with transparency and strong, consistent communications. The absolute best way to achieve this is to work with your hiring managers, sourcers, and leaders to define the business requirements for the hire and be certain that you’re keeping candidates in the know from the very beginning. Clarity breeds clarity. Clear expectations from the start of what the job is and how it contributes to the business from the hiring manager to the candidate will help.
In addition to clear expectations of the role, set timelines with your hiring managers and teams to solidify how long the search will take, how long the hiring manager has to decide and then…
TELL the candidates your projected timeline. Provide them with an overview of what the interview process will consist of. Consistently setting expectations in terms of timing will save you time.
When you do this, you’re also reiterating your employer brand story in a genuine way. You see, most brands talk about how they value people. Nothing shows people you value them like being up front with them.
PLUS, sharing information in a timely fashion can help diminish turnover. Recent studies show 64% of candidates who have a good candidate experience say they expect to expand their relationship with the employer—even if they don’t get the job. Talk about a long tail.
When you set expectations, you win, but when you keep the lines of communication open, and follow up if you have not heard back, you are setting the table to eliminate ghosting.
When 48% of candidates feel frustrated by employers who do not inform them on where they stand, you know there is a solution that is simple… follow up. Follow up even when you don’t have an update. Tell them that. It opens up the lines of communication and shows them they can tell you news you might not want to hear, like they have another offer, which is likely why you’re getting ghosted now. Build trust.
Make sure to keep the lines of communication open and do not feel uneasy sending a follow-up note if you do not hear back immediately. This is a fantastic way to let candidates know that you are not plotting to ghost them, and it makes it considerably less likely that they will ghost you. You can also use this follow up to share some insider company news, events, or fun thing that happened in the office, yet another way to build that brand!
TL;DR
By being genuine, communicative, and placing your candidates first, you can create a solid relationship and reduce the possibility of being ghosted as a recruiter and attain the best suited employees for your business. Super TL;DR: Just tell them!