Employee candidate ghosting is on the rise. The practice of “ghosting” is when all communication is severed without any explanation or warning and has become common during the job interview process. Often times employee candidate ghosting occurs due to a misunderstanding when communication is not clear, or candidates might walk away when expectations and goals are not aligned. Below are 5 ways to effectively combat candidate ghosting.
- Texts are easy and convenient – Keeping candidates in the loop about the timelines of your recruiting process and being honest with them about your expectations.
- Speed up your responses – 46% of candidates start losing interest in a company within a week of no contact. It’s vital that you respond to your top candidates within 24 hours.
- Automate the process – Automating simple administrative tasks can help you focus on more high-level tasks, improve the candidates’ experience during recruitment, and ultimately minimize the chances of ghosting.
- Timely Follow-up – If you don’t hear back from an employee candidate, don’t hesitate to send a follow-up text and let them know you are still interested in them.
- Give candidates an “Exit” option – For example, you text candidates something like, “If we don’t receive a reply to this message by the end of the week, we will assume that you are not interested in the position. Doing this will help you avoid any confusing situations.
Keeping candidates engaged after the interview is just as important to your acquisition strategy as all the efforts you put into the recruiting stage. Following up with your candidates demonstrates your company culture to show that you value them and their interest in your company, which gives them some sense of how you would value them as a team members.
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