After posting your job opening a month ago, you’ve finally found the ideal candidate. You interview them and believe they are a perfect match for your company. You even send them an offer letter and they accept. But then you never hear from them again. You try to get back in touch, but your calls and emails go unanswered, and you realize you’ve been ghosted.
Being ghosted by job applicants can not only be frustrating but it also causes wasted time, a strain on resources, and longer time-to-hire. In the current “candidate’s market” where job applicants have more options and bargaining power, employers can take certain steps to reduce the chance of being ghosted.
Streamline the Hiring Process
Make your hiring process as efficient and transparent as possible. There is so much competition in the job market so avoiding a lengthy hiring process will lower the chance of an applicant taking another job that moved faster or felt like they had to jump through less hoops. If you notice that you are losing candidates halfway through the hiring process, take a look at what could be made more efficient. For instance, if you have candidates come in for separate interviews with the manager and then with the department head, schedule the interviews for the same day.
Provide Feedback at Every Step
Letting candidates know the steps and timeline of the process will cut down on your candidates feeling overwhelmed or confused. Communicating this information will also help the candidate make more informed decisions should they receive another offer from elsewhere. For example, if an applicant knows from the time of the interview that a decision will be made within five days, they may be more willing to wait to respond to another job offer compared to not having any timeline.
Personalize Communication
When candidates receive impersonal, canned responses this can communicate to them that they are not worth your time, which in turn makes them put in minimal or no effort in withdrawing from the hiring process. If you seem not to care, why should they? Providing personalized communication will get the candidate more engaged. Even if you ultimately decide on another candidate, communicating your decision in a timely manner will improve your company’s reputation for being considerate and respectful.
Make a Fair Offer
In such a competitive job market, there’s no time for lowballing a candidate with the expectation that they’ll either accept your low offer or haggle for a better one. It’s also best to research how much your position pays on average for your area so you are well prepared to offer competitive wages. If you’re not able to compete with these wages, consider other ways to be competitive, such as offering remote work, flexible work schedules, or other perks.
While these steps may not eliminate all ghosting candidates, they will go a long way in reducing the chance of losing a good candidate. It’s not only about filling a position but fostering a relationship with a potential employee and keeping them engaged. And even if they aren’t the right candidate for this position, maybe they are the right person for a future opening or they may even know someone who is a better fit. Being communicative, transparent, and showing an interest in your candidates can help form strong relationships and minimize your risk of being ghosted.