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Ghosting | Wood Personnel Services

Ghosting: Are You Scaring Away Good Candidates?

Was it something the interviewer said?

Did your candidate receive a better offer?

You’ll never know – because you’ve just been “ghosted,” and you’ll never hear from that job seeker again.

Typically, “ghosting” is a term used in the dating world, to describe cutting off all contact with someone – with no warning or explanation. Urban Dictionary describes it as:

“the act of suddenly ceasing all communication with someone the subject is dating, but no longer wishes to date. This is done in hopes that the ghostee will just ‘get the hint’ and leave the subject alone, as opposed to the subject simply telling them he/she is no longer interested…”

If it sounds rude, immature or harsh, that’s because it IS – but unfortunately, “ghosting” is happening with increasing frequency in the recruiting world. From entry level administrative positions to senior management roles, candidates are failing to:

  • Show up for interviews;
  • Respond to formal job offers;
  • Show up for their first day of work!

Sometimes, there’s simply no way to prevent candidate drop off. And frankly, if a new hire isn’t a good fit for your organization, it’s better to find out before you’ve invested time and effort into onboarding, orientation and training. That being said, there are several things you can do to make sure that the great people you recruit aren’t “scared off” by your recruiting processes. Here are a few smart changes to consider from our Lebanon recruiting agency.

Respond to every applicant.

As the employer, you set the tone for communication during the early phases of recruiting. If you send signals that ignoring applicants is acceptable, it sends the message that it’s okay for candidates to do the same.

So make sure you’re not ghosting on job seekers! Send an acknowledgment email once you receive each application (yes, every one). If you’re overwhelmed by the sheer number of applications, consider purchasing applicant tracking software to automate portions of the process for you.

Streamline your processes.

When unemployment is low and time-to-hire is high, great candidates are more likely to drop out of your hiring process or be snatched up by a competitor. To minimize the number of applicants who pull a disappearing act, look for ways to shorten timelines and simplify processes (without sacrificing quality):

  • Could you streamline your application?
  • Would phone or video interviews expedite screening?
  • Could you alleviate bottlenecks or red tape to speed up decision-making?

Keep in touch.

Throughout your recruiting process, keep the lines of communication open to show candidates how much you value them. Clearly explain next steps and timelines, so candidates know what to expect. Frequent communication can dramatically reduce ghosting due to uncertainty or impatience – especially during a lengthy recruiting process.

Partner with Middle Tennessee’s recruiting experts.

If you’re flooded with resumes of unqualified candidates, or if your hiring process is slow and cumbersome, you run the very real risk of great candidates ghosting on you. One of the best ways to minimize drop off is by partnering with a qualified staffing firm. With decades of experience and deep applicant pool, Wood Personnel can shorten your time-to-hire and ensure great hiring results. Give our Lebanon employment agency a call today to discuss your hiring needs.