Ghosting

Ever been 'ghosted' during a recruitment process? Here's how I combat this growing issue.

In the world of recruitment, "ghosting"  – where applicants suddenly stop communicating without any warning – has become a frustrating trend.

My opinion is that this happens for a few reasons. It could be because:

1️⃣ Better Offers: An applicant has received a more appealing job offer elsewhere and chooses not to inform the other interested parties.

2️⃣ Lack of interest: After learning more about the job or the company, an applicant may lose interest and decide not to continue the conversation.

3️⃣ Avoiding confrontation: Some applicants find it uncomfortable  to formally reject an offer or withdraw from consideration, so they choose silence instead.

In my time in recruitment I have experienced most scenarios of being ghosted. I’ve had potential applicants becoming uncontactable, I’ve had people not turn up for interview, but at its extreme, I’ve had people be offered employment and not come back to me with a decision!  I’d like to think that with the extra experience that I have, instances of ghosting are kept to a minimum. 

Whilst it is impossible to remove this from a process, it can be mitigated by doing the following:

Communication is Key: I maintain regular, open lines of communication with my applicant pool. This involves setting clear expectations from the outset and fostering a transparent dialogue throughout the recruitment process.

Building Relationships: I focus on building genuine relationships with applicants. By understanding their needs and concerns, I create a bond of trust that discourages ghosting.

Feedback Loop: Encouraging feedback at every stage helps me gauge candidate engagement and address any hesitations early on.

How has candidate ghosting affected your recruitment process? What strategies do you employ to tackle this issue?