Candidate Ghosting : 3 simple rules to avoid it
“Ghosting” in recruitment is the art of disappearing from the process without any explanation: no calls, no emails, no text messages… This phenomenon is never a pleasant experience, either for candidates looking for a job and for recruiters, who are increasingly getting radio silence in the middle of the recruitment process! Recruiters, here are our tips to reduce the “ghosting” of your candidates.
- Maintain contact
Always maintain a dialogue. Candidates with sought-after profiles do not like to waste time. If they don’t hear from you after a first contact, they will not hesitate to look elsewhere. To avoid this, it is important to give a quick answer, even if your choice is not yet completely made. Don’t hesitate to call or email the candidate to let them know that you have received their application, that you have taken their CV into account and that you will get back to them quickly.
- Be transparent
Another important ghosting factor is simply the candidate’s stress. To reassure an anxious candidate, a few simple rules can often defuse the questions that may crystallise their fears and stress: be transparent (in your choices and decisions) throughout the recruitment process. Explain the timetable, the deadlines, the decision-makers, detail the interviews (stakes and key stages), say what skills will be judged, what your hierarchy’s expectations are for filling the position, what your margins for negotiation are with regard to the candidate’s requirements, without forgetting to specify the career development opportunities that he or she will be able to seize with you.
- Identify the warning signs of “ghosting
Is your candidate not responding to emails or phone calls? Does he or she take a long time to call back or does not call back at all? Is he or she leaving you messages instead of talking to you directly? Does he or she seem evasive or hesitant? These are some signs that you shouldn’t ignore! In this case, take a look at the situation. Either you can still keep them on board (by trying to see them in person, by sending them an attentive and reassuring email, by bidding over your initial offer), or you feel that they are already lost to your company, or you see on social networks that they have been recruited elsewhere. Analyse to avoid repeating the mistakes that may have led to this situation (too long a delay to finalise the process, lack of dialogue, lack of involvement with the company and the onboarding team, etc.).
Try making these changes, and judge the rewards for yourself!
