Start Your FREE Membership NOW
 Discover Proven Ways to Be a Better Medical Office Manager
 Get Our Daily eNewsletter, MOMAlert, and MUCH MORE
 Absolutely NO Risk or Obligation on Your Part -- It's FREE!

Upgrade to Premium Membership NOW for Just $90!
Get 3 Months of Full Premium Membership Access
Includes Our Monthly Newsletter, Office Toolbox, Policy Center, and Archives
Plus, You Get FREE Webinars, and MUCH MORE!

Candidate ghosting: They’re just not that into you

Candidate ghosting is taking an increasing toll on employers, new research from talent solutions and business consulting firm Robert Half suggests. In a survey of more than 800 senior managers, more than four in 10 respondents (43 per cent) said it’s more common for job candidates to cut off communication now than two years ago.

Why candidates ghost

In a separate survey, professionals revealed the main reason for ghosting a prospective employer:

  • The job was not what they expected (43 per cent)
  • The interview process was poor (31 per cent)
  • They received another job offer (18 per cent)
  • A mandatory return-to-office policy was implemented (8 per cent)

And what to do about it

“Today’s candidate-driven market is incredibly challenging for employers as skilled professionals are often juggling multiple job interviews and offers,” said David King, Canadian senior managing director of Robert Half. “To help prevent ghosting and keep potential hires engaged, employers need to deliver an exceptional candidate experience that showcases the strength of their company’s brand and culture, provides a clear understanding of the role and moves quickly.”

So, does all this mean you should simply expect to be ghosted at some point by job seekers? Not necessarily. Here are four steps you can take to reduce your chances of experiencing ghosting:

1. Streamline your hiring process

Other employers are likely courting your dream applicants, so you need to be prepared to move fast. More than one-third (35%) of employers surveyed by Robert Half who said they’d missed out on a potential hire in the last year pointed to taking too long to make an offer as the reason for the failure.

So, make a point to interview top candidates right away.

2. Play by the Golden Rule

Ghosting works both ways. You don’t like it, and neither do job seekers. Communicate promptly with all job candidates — not just those you’d like to hire. When you treat job seekers with respect, your company will gain a reputation for being considerate and professional.

3. Make an offer they can’t refuse

In this fiercely competitive hiring market, you can’t take a risk on lowballing compensation. About one-third (30%) of employers we surveyed who said they lost out on a potential hire in the last year noted that it was because the salary they offered didn’t meet the candidate’s expectations.

Avoid turning off your top picks by extending above-average compensation right away. A sign-on bonus and in-demand perks, like flexible or remote work options, can help sweeten the pot. About 33% of employers who recently missed the opportunity to hire a new employee said the candidate’s desire for more schedule flexibility was the hang-up in sealing the deal.

4. Craft messages that encourage a response

Keep candidates engaged after the interview with follow-up correspondence that is friendly, persuasive and specific. For example, personalize messages by mentioning to the candidate what you admire about their skill set and how they’d be a valuable addition to your team. End messages with details about next steps, such as “I’d like to schedule a follow-up meeting for later this week to discuss the job offer and a possible start date.”

Ghosting is a risk for employers in a hiring market where skilled candidates have many avenues and options to consider. The secret to minimizing the chances of being ghosted is to treat all job seekers fairly and with respect — and to move as swiftly as possible to meet with and present compelling offers to standout potential hires.

“Hiring is harder than ever, and employers need to exceed candidates’ expectations to land top talent,” says Paul McDonald, senior executive director at Robert Half. “Offering flexible work arrangements and competitive pay and perks can pique job seekers’ interest — and moving quickly to set up interviews and extend offers can help clinch the deal.”

The ones who got away

Ghosting isn’t the only factor making employer’s hiring plans more difficult, according to the research. In the last year, nearly six in 10 employers surveyed (58 per cent) said they’ve missed out on a potential hire because:

  • The company took too long to make an offer (35 per cent)
  • The candidate wanted more schedule flexibility (33 per cent)
  • They didn’t meet the candidate’s salary expectations (30 per cent)

“Since the majority of hiring is still happening remotely, job seekers expect a faster interview timeline,” added King. “Along with a streamlined hiring process and close communication, employers need to promote incentives, such as fully remote jobs and highly competitive compensation packages, to attract and secure top talent.”










Try Premium Membership