In today’s highly competitive job market, the term “Candidate Ghosting” has become a buzzword that worries recruiters and employers alike. Because, while there are companies that rely on the support of a recruitment consultancy, there are others where a human resources department, or the hiring manager themselves, takes care of the recruitment of new employees. As a rule, both companies and candidates want fast, open communication in order to streamline and make the hiring process as pleasant as possible. It is not uncommon, however, for candidates not to get back to companies or for companies not to give candidates any feedback.
This phenomenon is known as Candidate Ghosting. But what exactly is behind it and what can companies do about it? In this blog post, we take a detailed look at candidate ghosting and offer strategies for prevention.
What does Candidate Ghosting mean?
Candidate Ghosting can exist in two varieties. Basically, it refers to the failure to communicate between companies and candidates during the hiring process.This can occur at various stages, starting with the hiring, through to interviews to the signing of the contract. Candidates no longer respond to emails, calls or messages, leaving the employer in the dark. When communication from the company fails to materialize, it is referred to as Applicant Ghosting. When HR departments or recruiters are overwhelmed, it happens that candidates slip through the cracks, and time is not found to provide candidates with appropriate feedback within reasonable timeframes.
Causes of Candidate Ghosting:
- Lack of Communication: Candidates often feel neglected by companies. The lack of feedback or updates can cause frustration.
- Better Offers: When candidates receive better job offers during the process they may decide to apply for another job without explanation.
- Unattractive Hiring Process: A complicated or lengthy hiring process can discourage candidates and cause them to drop out of the process.
- Poor Reputation of the Company: Negative reviews and reports about the company culture may cause candidates to make a different decision.
Impact of Candidate Ghosting: Candidate ghosting has a serious impact on companies. These include:
- Delays in the hiring process: Companies must spend additional time and resources to find qualified replacement candidates.
- Reputational Damage: Frequent ghosting can damage a company’s reputation as an employer.
- Cost: The hiring process is expensive, and ghosting results in wasted resources.
Strategies to prevent Candidate Ghosting:
- Clear Communication: Keep candidates informed about the progress of the process and give them a realistic window of opportunity for feedback.
- Efficient Hiring Process: Simplify the hiring process to minimize hurdles and make it easier for candidates to apply.
- Good Employer Branding: Build a positive employer brand and ensure that candidates have good reasons to join your company.
- Improve the Candidate Experience: Make sure that candidates view their hiring process at your company as a positive one, regardless of the outcome.
- Alternative Communication Channels: Offer different channels of communication to ensure that candidates can reach you.
Candidate ghosting is a problem that many companies face. It can have serious consequences, both financially and in terms of company perception and reputation. Preventing ghosting requires careful planning, clear communication and a positive candidate experience. Companies that implement these strategies are better equipped to attract qualified candidates and successfully complete the hiring process.
At AIMS International, our qualified consultants are committed to ensuring that communication with candidates is conducted in a professional manner. Starting with an individual approach to the candidates, up to rejection in the event of an unsuccessful match, we support you as a modern personnel consulting firm in the daily challenges of recruiting.
If you have any questions regarding recruitment, talent management, or talent development, please contact us at: [email protected]