Let's chat about a topic we've all encountered but might not discuss enough: ghosting in the hiring process.
You know the drill – someone just vanishes during the recruitment cycle without a word. Yep, it happens on both sides, and it's more common than we'd like to admit.
A poll on LinkedIn recently addressed this issue. It found some eye-opening stats:
- 63% of respondents say they're ghosted "often"
- 28% of respondents say they're ghosted "occasionally"
- 9% of respondents say they're ghosted "rarely"
These numbers highlight a trend we need to tackle together, don't you think?
So, what makes ghosting such a concern? Well, for starters, it can leave job seekers feeling pretty down, shaking their confidence and zest for future opportunities. And, for human resources, ghosting can throw a wrench in our workflows. It can stretch out the hiring timeline, and even put a dent in a company's good name.
So, let's dive into some friendly, effective strategies to help minimize this ghosting business.
For the HR and Recruiters:
- Boost Your Communication Game: Transparency is key! Set up clear communication timelines right from the get-go and stick to them. Keeping candidates in the loop shows respect and professionalism.
- Provide Feedback: Not moving forward with a candidate? A little feedback can go a long way. It shows you value the candidate's effort and helps maintain a positive vibe, even if the news isn't what they hoped for.
- Increase Engagement: Frequently share enjoyable and captivating news about the role, or the amazing events at your company! This makes candidates feel important and like they're a key part of the process.
How to Boost Engagement:
- Personalize Communication: Instead of generic emails or updates, add a personal touch. Highlight something unique they mentioned or contributed during their interview—it shows you listened and valued their input! It shows you're paying attention and value their individuality.
- Timely Updates: Everyone dislikes feeling left in the dark or uncertain about what's happening. A quick check-in, even when there's no news, reassures candidates that you haven't forgotten them.
- Invite Questions and Curiosity: Encourage candidates to ask questions at any stage. This shows you're open and transparent, and it gives them a sense of involvement in the hiring process.
- Give a Peek Behind the Curtain: Share insights about your company culture or the team they might join. It can be something as simple as a team's weekly fun ritual or a recent success story. This not only keeps candidates interested but also helps them visualize being a part of your organization.
- Feedback Loops: Create opportunities for candidates to give feedback on their recruitment experience. This feedback gives you great insights to make things better and lets candidates know you value what they think.
For the Job Seekers:
- Honesty is the Best Policy: Decided to go another route, or just not feeling it? A quick, respectful heads-up to the employer is super appreciated and keeps your professional reputation shiny.
- Follow-Up Fearlessly: No news after your interview? Reach out for an update or feedback. It shows initiative and might just get you the closure or news you're waiting for.
- Stay Professional: Ghosting can be tempting, especially if you're juggling multiple offers or interviews. But maintaining professionalism will serve you well in the long run in this small world of ours.
By using these strategies, we're making our hiring process more open, respectful, and efficient. Let's make the recruitment experience as pleasant and smooth as can be for everyone involved! Here's to less ghosting and more connecting in our recruitment adventures!
