5 Ways to Prevent Candidate Ghosting
One of the major recruitment trends to watch out for in 2020 is the recent phenomenon of “candidate ghosting.” “Ghosting” refers to suddenly losing contact with a candidate with whom you had been previously corresponding, and it can happen at any stage of the recruitment process. In fact, research from Randstad found that 43% of Gen Z candidates had accepted a job, but reneged on their offer before their first day. In other words, they “ghosted” their future employer in order to accept a different job or pursue a different path.
A strong labor market could be largely to blame for rising rates of candidate ghosting. Record low unemployment rates, increased hiring for recent graduates, and the option for Gen Z to choose from multiple job offers have turned the economy into a candidate’s market. However, a negative candidate experience could also account for the increase in candidate ghosting. Luckily, there are plenty of ways to optimize the hiring process and improve retention rates for job candidates. Here are our top five ways to prevent candidate ghosting, based on different stages of the recruitment process.
Communicate the timeline for the hiring process
Keep in mind that candidate ghosting isn’t necessarily intentional. Instead, it could be the result of a misunderstanding about the recruitment timeline. What recruiters think of as “ghosting” might actually be the result of a slow application process in which candidates don’t know when they will hear back – and so they look elsewhere for employment. To avoid missing out on talented candidates, maintain transparency throughout the hiring process and outline the timeline so candidates have an idea of when they can expect to hear about next steps. By keeping the recruitment process fairly quick and smooth, it is less likely that candidates will ghost you.
Personalize the application process
Candidates want to be treated as people, not as numbers in an applicant database. To this end, personalization and face-to-face interaction are highly important. RippleMatch data shows that many candidates have a negative opinion of employers who rely upon impersonal interview methods, such as pre-recorded videos, since they believed it to be an inadequate replacement for a first-round interview with a real person. While it’s unrealistic to assume that your company can meet with every candidate face-to-face, in-person interaction is essential once it comes to the interview stage. To keep candidates engaged throughout the process, give candidates who are invited to an interview the opportunity to speak with recruiters and current employees in person so that they can learn about the company, too.
Incorporate the candidates’ career goals and professional development into the conversation
During the interview, remember that the conversation shouldn’t only be about the company’s goals. Candidates are interviewing the company, too, and they will want to see how working for the company is in line with their own future goals. More specifically, Gen Z employees rank professional development opportunities as the top reason for accepting a job offer, prioritizing their learning and development more than other factors like compensation and company prestige. In other words, the interviewer should “ask not what the candidate can do for the company, but what the company can do for the candidate.” In addition to informing candidates about professional development opportunities for current company employees, try to integrate professional development into the recruitment process as well, through opportunities such as industry chats, resume reviews, and networking events.
Offer additional benefits if candidates are in high demand for your industry
If you are hiring in a fast-growing industry where candidate demand outpaces supply, your company may need to bring even more to the table. A candidate who has been interviewing at several companies is likely to receive multiple offers, so you will want to make sure yours stands out. For industries where candidates are in high demand, offering a competitive salary is the minimum you should do. You might want to consider additional perks such as a signing bonus, flexible work arrangements, or highly targeted professional development opportunities like tuition reimbursement.
Be timely in sending out offer letters
According to RippleMatch data, 54% of candidates accepted the first offer they received. Waiting too long to extend an offer could mean that you missed your opportunity to recruit that dream candidate. You don’t need to offer the job on the spot, but candidates should receive a verbal offer, accompanied with a formal written offer, shortly after the final round of interviews. Furthermore, a candidate who has made it to the final round but will not be extended an offer should be informed, too. You never know when that candidate might want to apply to your company again, and you should leave them with a favorable impression.
While candidates should be more open with recruiters and less inclined to ghosting, recruiters should also be respectful of their candidates’ time and respond to follow up emails about the recruitment process. Ultimately, timely and respectful communication makes a more enjoyable application experience for both candidates and recruiters.
