A dating nightmare that became HR’s problem
Ghosting has become synonymous with dating in the twenty-first century—you go on a date, have a seemingly great time, part ways, and then never hear from the other party ever again. This phenomenon has since evolved to become a major headache for HR, especially those in talent acquisition.
No one wants to deal with a candidate ghosting them, especially after all the hard work that is put into finding the right talent. Though much of ghosting its to do with each individual’s personality and needs, sometimes the candidate is not entirely to blame. If you are being constantly ghosted by candidates, read on to discover what might be driving them to ignore your calls.
Drawn out processes
One major weak spot is a lengthy recruitment processes. If your time-to-hire is too long or candidates are subjected to excessive rounds of interviews, they are at risk of becoming disengaged and lose interest in your opening by the time you make them an offer. As candidates are currently driving the talent market, you may wish to streamline your hiring process to prevent being left high and dry.
Implementing additional resources that enable you to quickly and accurately identify the right talent is also a good idea. These tools can create a better candidate experience which discourages ghosting and leaves a better overall impression of the business.
Lowballing
As part of the process, you ask candidates what their salary and benefits expectations are. If you extend a lowball offer that does not align with their expectations despite them being ideal for the post, then again, the candidates will lose interest in your organisation.
Ensuring that candidates are aware of and aligned with the benefits and salary of the position before they apply will iron out any differences and increase the likelihood of taking up the offer at the end stages.
Poor communication
Another key reason why candidates will be ghosting you is that you are not good at communicating. Even if you are personally too busy to reach out to every candidate individually, HR will need to find a way to keep them updated about the hiring process. If you are unable to do so, the candidate will not feel prioritised and in turn will not make you one.
Even if you decide to go with another candidate, it is a good idea to not leave any candidate hanging as this can result in your firm losing credibility and ruin the chances of hiring potential talent in the future.
Paul Arkwright
Publisher
