Reasons Why Your Applicants Ghost You After Applying For The Job
Professional ghosting is not a new thing. In fact, it has been there for a long time, and businesses are unsure what to do about it. Most companies receive tons of applications for new job openings and after interviewing them, they fail to follow up with these applicants. If you were an applicant yourself, how would you feel about not receiving any response from the employer especially after sitting through an interview?!
This one-sided communication halt leaves applicants confused, disappointed and disrespected and as a result they will start ghosting the employer. As a Gen Z intern, I have personally ghosted many employers due to their lack of communication and interest. Therefore, I believe that it is high time we address this issue.
As an HR leader why do you think your applicants ghost you at the first place? Here are a few reasons, as well as possible solutions, that you could implement in your organization.
The lengthy hiring process make applicants feel uneasy
Job seekers are constantly receiving similar offers and will not waste their time going through a lengthy recruiting process. Moreover, finding the ideal job and getting a call for the interview is not easy these days. Therefore, they are very likely to spend time on a time-consuming process. As a result some candidates may decide to "ghost back," especially if companies do not respond to their applications.
Solution - Communicate regularly
Using tools that adapt communication into your recruiting process at regular basis is a simple way to avoid confusing candidate-to-employer communication. An applicant tracking system will help employers develop a better hiring experience for applicants and reduce ghosting by keeping a track of candidate data to ensure that no one is ghosted or unintentionally ignored, automated job posting management, applicant communication, and more.
Core values are not being supported
Almost every employer expect the applicants to be on time and prepared for the interview, but fail to meet those expectations themselves. When an employer disrespects an applicant’s time, they get the impression that the company doesn't value them. This makes them reluctant to continue with the interview process and as a result they will start ghosting them. In some cases, the employers make mistakes such as calling multiple applicants at the same time and rushing through the process to ensure that everyone is interviewed.
Solution – Prepare for an intake meeting
Before posting an open position, HR or the recruiter should schedule an intake meeting with the hiring manager and those who will conduct interviews for the position. An intake meeting ensures that everyone is on the same page and sets up expectations for each individual's role in the interview process. HR should lead the intake meeting and ensure that everyone is engaged, properly trained, and supported.
The applicant has accepted an offer from another company
Companies are competing in a talent war in which the best candidates are off the market with less than ten days. This could be because the pay check was better, the role was better suited to their skills, or the process was shorter. Applicants will be under lots of pressure and they tend to make decisions quickly, which means that the quickest offer is often accepted over the best offer.
Solution - Make decisions quickly
If you find an applicant who is a good fit, even if she/he isn't perfect, make them an offer on the same day as the interview. Do not waste time doing 6 rounds of interviews because when you take your time making a decision, your applicant has more time to look for other jobs, and you're showing that you're not excited about the new applicant. Even if you have a number of good applicants, try to streamline the process as much as possible. The recruitment module of the PeoplesHR software will help you streamline your recruiting process.
If your company treats applicants poorly, candidates will interpret this as a sign that it will also treat employees poorly. Make sure you respect your candidates, or they will leave.
