Have you ever had a great job interview, only to be left hanging by the employer? You're not alone. The practice of ghosting, or suddenly ending all communication with someone without explanation, seems to be on the rise in New Zealand and around the world. In this blog post, we will discuss the practice of ghosting candidates after the first interview. We will examine the causes and consequences of this practice, and offer some suggestions for employers and candidates.
Potential causes for candidate ghosting in talent acquisition
There could be numerous reasons why an employer may not follow up with candidates after the initial interview.
A more fitting candidate has been identified, leading the recruiter to not see the necessity to provide updates to other applicants.
Fear of hurting a candidate's feelings in rejecting them.
A lack of a clearly defined process for hiring staff.
The position has suddenly been put on hold.
The hiring manager has insufficient time to provide an update.
From prior experiences candidates may have disappeared without a word, leading the employer to believe they are under no obligation to provide progress updates.
These reasons are not valid for ghosting candidates. Ghosting is frustrating and demoralising for candidates, and it can damage their confidence. The consequences of ghosting go beyond distressing candidates, however.
Potential risks for employers in ghosting candidates
Employer branding: A dissatisfied ghosted candidate might share their negative experience publicly on an online platform such as Glassdoor, Reddit or Google. This could damage an employer's reputation and impact their ability to attract top talent. Prospective candidates may think twice before applying to a company that has a reputation for treating candidates poorly.
Lost talent pool: Candidates who experience ghosting are unlikely to reapply to the same company in the future. Additionally, these candidates might share their negative experiences with friends, family, and professional networks, discouraging others from applying or even engaging with the company. This potentially hinders an employer's chances of attracting high-quality talent.
Lower candidate engagement: Ghosting candidates sends a clear message that the employer is not invested in their candidate experience. This lack of engagement can deter potentially great talent from pursuing opportunities with the company.
Negative impact on staff morale: Ghosting doesn't just affect those being recruited; it can also impact current employees. If the company's recruitment process is viewed as disrespectful and lacking transparency, it can erode trust and morale among the existing workforce.
Strategies for employers to combat ghosting risks
There are several strategies businesses can use to combat the risks of ghosting candidates.
Have an anti-ghosting policy: Have a policy in place that prohibits ghosting. This policy should be communicated to candidates and hiring managers, and it should be enforced consistently.
Clear expectations setting: Be transparent with candidates about the hiring process and the timeline. This will help manage expectations and reduce the likelihood of candidates being ghosted.
Be respectful: Even if you are not interested in a candidate, be respectful of the candidate's time and effort. This means providing feedback and ending the communication professionally.
Use technology: There are digital tools that can help employers stay organised and communicate with candidates more effectively, such as automated emails, text messaging and applicant tracking systems. These tools can help reduce the likelihood of ghosting by making it easier for employers to keep track of candidates and send out timely updates.
Strategies for candidates
Here are some helpful strategies for candidates to deal with the phenomenon of ghosting:
Do your homework: Before you apply for a job, do your research on the company. Looking at their website and undertaking a news search via Google is a great start. Glassdoor can also be a useful source for understanding company culture, the interview process and the candidate experience. Your homework will help you evaluate if they’re a good fit for you and how organised and responsive they are in recruiting.
Get clarity: When you start talking to a potential employer, be clear about what you are looking for, why the job appeals to you and ask questions about the process and the timeframes. This will indicate your enthusiasm for the role and helps understand their process and what to expect.
One follow-up: If they don’t get back to you, send a polite email expressing your interest in the role and ask for an update. If they don’t respond, move on. Sending multiple emails or making calls isn’t a good use of your time.
Manage your emotions, move on: If you’re ghosted, don’t take it personally, move on. You should view ghosting as a sign of internal disorganisation. Treating candidates badly during the interview stage may indicate wider issues relating to employee satisfaction.
Concluding thoughts
Ghosting candidates in the talent acquisition process might seem like a convenient approach, but New Zealand employers must recognise the potential costs and consequences. Building a positive candidate experience through clear communication, transparency, and respect not only benefits candidates but also protects an employer's reputation and brand in what is a small market.
Want to know more?
To understand more about reducing the risks of ghosting or managing the talent acquisition process, contact us today.
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