Professional ghosting is not a new thing. In fact, it has been there for a long time, and businesses are unsure what to do about it. Most companies receive tons of applications for new job openings and after interviewing them, they fail to follow up with these applicants. If you were an applicant yourself, how would you feel about not receiving any response from the employer especially after sitting through an interview?!
This one-sided communication halt leaves applicants confused, disappointed and disrespected and as a result they will start ghosting the employer. As a Gen Z intern, I have personally ghosted many employers due to their lack of communication and interest. Therefore, I believe that it is high time we address this issue.
As an HR leader why do you think your applicants ghost you at the first place? Here are a few reasons, as well as possible solutions, that you could implement in your organization.
The lengthy hiring process make applicants feel uneasy
Solution – Communicate regularly
Using tools that adapt communication into your recruiting process at regular basis is a simple way to avoid confusing candidate-to-employer communication. An applicant tracking system will help employers develop a better hiring experience for applicants and reduce ghosting by keeping a track of candidate data to ensure that no one is ghosted or unintentionally ignored, automated job posting management, applicant communication, and more.
Core values are not being supported
Solution – Prepare for an intake meeting
Before posting an open position, HR or the recruiter should schedule an intake meeting with the hiring manager and those who will conduct interviews for the position. An intake meeting ensures that everyone is on the same page and sets up expectations for each individual’s role in the interview process. HR should lead the intake meeting and ensure that everyone is engaged, properly trained, and supported.
The applicant has accepted an offer from another company
Solution – Make decisions quickly
If you find an applicant who is a good fit, even if she/he isn’t perfect, make them an offer on the same day as the interview. Do not waste time doing 6 rounds of interviews because when you take your time making a decision, your applicant has more time to look for other jobs, and you’re showing that you’re not excited about the new applicant. Even if you have a number of good applicants, try to streamline the process as much as possible. The recruitment module of the PeoplesHR software will help you streamline your recruiting process.
