He work ghosting is a trend that is growing more and more: workers who sign the contract and they don’t show up at the office their first day. This custom has increased after the pandemic.
According to an Indeed report, 28% of job candidates have done job ghosting after the pandemic, a number that has increased compared to previous years. However, it also happens in reverse And it is that, according to a survey carried out by The Greenhouse, seven out of 10 candidates for a job are ghosted by the company after a job interview.
As stated by Gary Mullan, CEO of Prosperity Digital, the agency specializing in recruitment in the digital sector, “It is a worrying phenomenon, we have even found candidates who have signed an offer and have not shown up on the first day of work”.
The reasons why this ghosting occurs are varied and can range from have received a better job offer until you are not satisfied with the salary. However, Mullan clarifies. However, companies can ensure that this phenomenon occurs to the least possible extent by candidates: “In each phase that the candidate passes, you have to try to understand the level of interest, it is not enough just to ask at the beginning of the process. Only in this way can you see the clues that ghosting is close”.
Avoiding ghosting is essential to save time in selection processes and not interfere with the productivity of the human resources department. But in order to avoid this, it is key to understand the candidate’s needs and be a reference in communication.
For example, 70% of those surveyed by The Greenhouse state that they want to receive feedback after having carried out an interview, something that the company can easily do. In addition to this, companies can implement other techniques to prevent ghosting from occurring. From Prosperity Digital, a recruitment agency specializing in the digital sector, they share Five tips to ensure that candidates do not disappear:
Establish trust with the candidate
According to The Greenhouse report, 60% of candidates believe that companies should improve the selection process. To do this, and as Gary Mullan clarifies, “Companies must establish trust from the beginning and be open to communicate, answer questions and ask about possible updates or changes that may have occurred during the interviews.”.
Do a good research job beforehand
If the candidate’s situation is known in detail, it is easier fit your interests. In this sense, knowing their salary prospects, knowing if they are in other selection processes and in what phases, and checking that they match the culture of the company and the job challenge that it proposes is crucial to avoid ghosting. Recruitment agencies specifically can get assistance from using crm software for recruiters that helps organize and track candidates.
Ask what is the preferred way of communication
According to a Pew Research survey, only 19% of those surveyed answer calls from unknown numbers and, according to data from Soprano Design, 85% of people who have a smartphone prefer to receive a message rather than an e-mail. Keeping in mind the preferred communication channel of the candidates can favor faster and more effective communication and prevent recruiters from being left without an answer.
Clarity in the process
Communicate at all times what does the selection process consist ofWhat each phase will be like and who the candidate will communicate with is key to avoiding possible leaks in the face of interviews or tests that the applicant may not have expected or was not prepared to face. If they are informed of everything and asked about their feelings with the process, they are given a space to communicate and a margin to decide whether to continue or abandon without having to disappear.
Assess the individual context
It is not just about filling a vacancy, but about doing it in the most satisfactory way for both the company and the candidate. According to Gary Mullan, the company should “Ask yourself if the candidate is really prepared to start from scratch in a new company, if this change will be positive and if it really makes sense in his CV”.
