“Ghosting” has been a term many on the dating scene are familiar with, but did you know it’s more and more prevalent regarding hiring as well? For the sake of a definition, we look at ghosting as when a candidate suddenly no-shows interviews, does not return voicemails or worst of all doesn’t show-up after accepting the job offer.
Recruiters are very familiar with this concept. Right now, unemployment numbers are at record lows. This means quality candidates have their choice of employers. So, what are the impacts of ghosting for both candidates and employers?
Without A Trace
For candidates, it seems to be more and more socially acceptable to ghost. While you may not think it’s an issue, there may be unintended consequences. Here are a few things to consider before you decide to disappear.
- Let the Right One In: Disappearing on recruiters has always been common. However, if an opportunity elsewhere seems more promising, let your recruiter know. They have contacts at many companies and are not offended if you decide against an opportunity they originally presented. They might be able to help you get into the company you do have a genuine interest in.
- Final Destination: While the job market is flush with opportunity now, it may not always stay that way. Many employees (managers included) move around to different positions and companies. You never know if that hiring manager you skipped out on may show up at a different place you’re applying to down the road. Even if that is unlikely, communication is extremely easy. Hiring managers in the same industry can and do easily talk to each other. You never know if you end up being someone’s horror story.
- When a Stranger Calls: No one likes their voicemail and e-mail inbox being blown up. Just letting a company know you’re no longer interested can be beneficial on just the merit of not having them hound you for a response.
American Horror Story
Often, we look at a candidate ghosting as a candidate problem. However, sometimes the issue might be with a company’s processes. There are a few things you can look at in your own process.
- The Conjuring: For many companies, the hiring process itself can be a disjointed mess. HR managers and department managers might not be on the same page. Position requirements can be lost in translation in terms of what might be significant or needed for the role. It is important to make sure every individual involved in your process is on the same page.
- 28 Days Later: Coinciding with the above, discrepancies in the process can make you have an overly drawn-out process. The longer your hiring process takes, the more opportunity you create for a potential candidate to go elsewhere. Industry trends show top talent can disappear off the market in 10 days or less from when they become available.
- The Thing: Something we frequently hear is that the job did not match the description. For example, if you are promoting a position as a design engineer who is going to get to create a bunch of new product designs, but really just want the individual to sit at a CAD station and do minor drafting work, you are probably going to create disappoint. Clarity in a role goes along with keeping candidates engaged in a position and keeping up their excitement throughout the process.
This Is the End
Ghosting can create bad reputations for candidates who may need those very same employers down the road. It can also result in a company having to reexamine its hiring practices to ensure that their process isn’t a total nightmare. Whether you are a candidate that requires guidance going through the job market or a company that needs aid in fixing their process and/or finding the right candidates, TriMech Staffing can help you in these scary times.
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