Avoid Candidate Ghosting

In case you haven’t heard, ghosting is a term used to describe when someone you know doesn’t respond to phone calls, voice mails or text messages. 

The term has its origins in the dating world, but it is increasingly being used to describe similar situations in the job search and recruitment processes. For instance, employers who bring in candidate for an interview then hire someone else and leave that candidate hanging could be seen as ghosting. 

Understandably, hiring professionals are very busy, and maintaining regular contact with every single candidate for every open position is time-consuming. There also isn’t a lot of upside to letting candidates know they’ve been eliminated from a hiring process, or that the process has been put on hold due to budgetary concerns. 

That said, there are very real downsides to ghosting candidates, and employers would be wise to avoid doing it.  

If your company is in the habit of ghosting applicants and disregarding their concerns, they won’t have good things to say about their experience. The cumulative effect of this is losing out of top talent and possibly even customers. Although the effect is likely marginal, ghosting can have a real impact on long-term growth. A bad reputation is more readily spread and hard to shake once earned. 

Consider Your Talent Pipeline 

You don’t hire everybody you interview, but that doesn’t mean unsuccessful candidates will never be a good fit for your business. Some might be great fits for future open positions. Knowing this, a good hiring manager doesn’t just post ads; he or she maintains relationships in their industry and maintains a pipeline of potential applicants so that a job opening can be filled quickly.   

If you don’t take care of prospective staff members, you can probably forget about including them in a talent pipeline. Candidates will remember if you ghosted them, and they probably don’t want to run the risk of going through that experience again. 

Workforce Impacts of Ghosting Referrals 

One of the better resources for potential applicants is current staff members. However, if employees refer someone who then comes in for an interview, and that person never hears back, word will get back to your employee. 

Many of your staff members don’t intend on working for your organization forever. They won’t ruin their own network connections by having people they know get ghosted. Instead, they’ll just take note of your company’s actions and stop referring candidates. 

A Little Effort Can Make a Big Difference 

At the end of the day, treating candidates with respect and dignity is the right thing to do. It’s what you would want when you apply to a job opening, which involves making yourself vulnerable to rejection. 

On top of that, treating people right means your company can avoid the negative impacts of unsuccessful candidates sharing their bad experiences. 

We Can Help Your Company Optimize Its Talent Acquisition 

At NSC, we help our clients avoid mistakes and optimize their recruitment processes. Please contact us today to find out how we can help your organization. 

 

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