Candidate Ghosting

What is Candidate Ghosting?

Candidate ghosting refers to a situation where a job candidate, after expressing interest in a position, stops responding to communication from the employer or recruiter without providing any explanation. This can occur at any stage of the hiring process, from the initial application to after an offer has been made. Essentially, the candidate "disappears" without any notice, leaving the employer or recruiter uncertain about their intentions or next steps.

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Common Examples

• Candidate applies and won't reply to you calls and emails: They could have been forced to apply by the JobCentre to claim benefits; but more often they don't answer from unknown callers and your email has gone into spam.
• Candidate doesn't attend interview: This is often because you haven't arranged an interview properly.
• Candidate accepts a job offer and doesn't start: To avoid this you must keep in touch with the candidate.

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How to Reduce Candidate Ghosting

1. Clear and open communication: Ensure that communication with candidates is transparent and prompt. Providing clear timelines for each stage of the hiring process and setting expectations can help candidates feel more engaged and less likely to ghost.
2. Personalised follow-ups: Regularly follow up with candidates in a personalised manner, showing genuine interest in their experience and concerns. This can build a stronger rapport and make candidates more likely to communicate openly if they have second thoughts.
3. Address Concerns Early: Create opportunities for candidates to express any reservations they might have about the role or the company. This could be done through casual check-ins or by encouraging questions during the interview process. Addressing concerns early can prevent candidates from feeling overwhelmed and deciding to ghost.
4. Streamline the Hiring Process: A long, drawn-out hiring process can contribute to candidate ghosting. By making the process as efficient as possible, with fewer steps and quicker feedback, candidates are less likely to lose interest or be tempted to disengage.
5. Offer Flexibility: Flexibility in scheduling interviews and providing alternative options for communication (e.g., video interviews, phone calls) can make the process more convenient for candidates, reducing the likelihood of ghosting due to logistical reasons.
6. Positive Candidate Experience: Ensure that every interaction with the candidate is positive, respectful, and professional. A candidate who feels valued and respected is more likely to reciprocate that respect by communicating openly, even if they decide not to continue with the application process.

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Additional Resources

• Recruitment book; The Secrets of Great Recruitment: How to Recruit Great Employees