by Luke Shipley, CEO and Founder of Zinc
Recent years have seen a significant shift in the recruitment and hiring process, especially with the rise of remote and hybrid employment. We never imagined the term “ghosting,” which refers to stopping communication when dating someone without saying anything, would be used in the workplace. But now, the idea of ghosting has gained significant traction among HR managers who oversee a large volume of applicants.
Either the recruiter or the prospect may experience it. Hiring managers will sometimes ghost applicants in an attempt to hint to them that they are not being considered for the position and to steer clear of potentially awkward discussions. On the other hand, there are several reasons why an applicant could disappear from a hiring manager, including a drawn-out application process, a lacklustre communication exchange, or other personal issues outside the company’s control.
It’s no secret that HR departments throughout the nation are under pressure; according to new ONS statistics, more than half of companies have high recruiting goals for this year, with over 908,000 open positions. Consequently, hiring managers can become fixated on finding applicants to fill new openings, and risk overlooking the application process of those who are already undergoing interviews.
Managing what seems beyond your control
Ghosting a candidate may happen at any point during the hiring process, from the initial email to the acceptance of a job offer. According to a recent Indeed poll, 86% of job searchers in the UK have never showed up for an interview, while 20% of employees claim that companies have not called to schedule a phone interview. Candidates ghost hiring managers for a variety of private motives that are beyond the recruiting manager’s control. In order to guarantee a seamless applicant experience, nurture them throughout the process, and provide the best possible experience, it is ultimately up to the HR staff to take charge of as much of the situation as they can.
According to our Industry Insights Report, recruiting speed is the most important indicator for larger companies. Because of their lack of resources, their recruiting procedures are still excessively sluggish, even if this may result in the possibility of finding competent individuals more quickly. It all boils down to finding the ideal mix between expeditiously recruiting outstanding personnel and ensuring a flawless applicant experience. While getting new applicants in the door quickly is crucial, hiring managers also need to pay close attention to controlling the timeline of the candidate hiring process.
Timing is everything
Imagine yourself going on five interviews with prospective employers right now, putting in endless hours of preparation to wow each hiring manager. This has been interfering with your personal life for more than a month. As you conclude an interview that you feel genuinely confident in, everything is beginning to look positive, and they tell you that you should hear from them shortly. You’ve been waiting for a response from the recruiting manager for weeks. You not only feel let down, but you also begin to distrust the outcome of the interview, which brews doubt in both your head and the organisation.
Hiring managers want to make it clear that they are giving candidates their full attention, and replying quickly can help with ghosting. Nobody wants the candidate to stay for a lengthy period of time waiting for a response, since this produces tension for both sides. To remain competitive, the Indeed Career Guide recommends that job searchers submit 10-15 applications every week. If your prospect is also applying for ten other positions, the issue remains: how can the hiring manager make them feel as special as possible without prolonging the process?
Embrace technology
Most recruiting managers would agree that they are always chasing their tails due to a heavy workload. Background checks are required in all employment processes and are often conducted in the latter stages. It is sometimes time-consuming, taking up hours that might be spent researching fresh prospects or personalising rejection emails. Background checks can also be a significant impediment to a more lengthy, delayed employment procedure. No applicant likes to hear radio silence from their recruiter, as a study performed in the UK by recruiting agency Hays found that just 6% of those polled would be ready to wait more than a week for a response after a final interview.
To maintain a continuous flow of contact between the hiring manager and the applicant, candidate communications must be automated. Whether it’s through sophisticated candidate tracking systems, onboarding, or background checks. By automating the frequently administrative-heavy chores that technology might create, hiring managers free up more time to focus on the job’s human-centric requirements, such as engaging with prospects. This is based on human contact, which may be impossible to replicate with technology.
The length of interview sessions varies by industry, but the last thing a candidate should go through is a prolonged, drawn-out recruiting process, which presents an opportunity to walk away. This not only increases the likelihood of ghosting, but it also has a significant impact on the business’s brand. On the other side, if an application is not picked, they should be treated with the same caution via tailored rejection emails. Data from recruitment software provider, ICIMS, found that more than half of applicants who are not picked do not receive a rejection email or letter, highlighting a weakness in the hiring process.
This is a phase that is sometimes forgotten, but the value of word of mouth should never be underestimated. Taking the effort to design rejection emails is more likely to result in a favourable brand image, with a knock-on impact that attracts more great talent.
It is ultimately up to the employer to provide a great candidate experience from the time an application is sourced until they are either turned down or join the organisation. Reduce the time-consuming tasks that can be automated with modern technology like integrated application tracking systems and background screening software. The hiring manager and applicant must maintain a steady flow of open communication in a timely manner that keeps the candidate interested and prevents ghosting.
