Commonly used to describe sudden unresponsiveness within the dating community, the “ghosting” trend has recently expanded to the job recruiting world.
Companies are seeing mass numbers of applicants dropping off, failing to show up for work on their first day, or even quitting shortly thereafter without giving notice.
So how can businesses actively prevent the candidate “ghosting” epidemic?
Follow these best practices from Corey Berkey, Human Resources Director of JazzHR, a lead recruiting platform that works alongside LinkedIn, Glassdoor, Monster, and Facebook.
Plan to perfection.
Before diving in to the recruiting process, take time to strategize your approach.
Determine a comprehensive plan and timeline for enlisting candidates and communicating with prospects.
This will help you stay organized, and ensure that the candidate stays engaged.
Additionally, it’s especially important to re-orient the hiring manager as needed.
“It may have been a while since the hiring manager has seen the employment materials,” says Berkey. “Re-share all documents to ensure that they are up-to-date.”
One common cause of candidate “ghosting” is lack of transparency around the position. Avoid potential curveballs by setting expectations for the role up front.
Berkey suggests posting reasonably descriptive job descriptions, and sharing details about the company environment within the first interaction.
Go one step further by sharing current data and performance metrics associated with the role.
“Quantify what’s happening on the team in real time,” says Berkey. “This helps establish employee trust.”
For example, mention quotas or recent attainment. Share a commission spreadsheet to demonstrate recent performance.
It’s also helpful for candidates to meet with prospective peers during the interview process, providing them with a real-world view of what the role entails.
This will help provide clarification around whether or not it’s the best fit, and eliminate sudden drop-offs down the road.
Candidates often perceive minimal communication from a company as a sign of disinterest, which can lead them to “ghost” mid-process.
To prevent this, Berkey recommends that companies communicate with employees at least once a week throughout the hiring process.
Consciously stay in front of the candidate, and keep all lines of communication open.
By chatting continuously, the employee will recognize the company’s interest and enthusiasm toward bringing them on board.
Stay one step ahead.
Once an employee accepts the offer, don’t wait until their first day to start a conversation.
“Businesses need to acknowledge that onboarding begins before their employee starts,” says Berkey.
While Human Resources should communicate with the employee before their start date, it’s also beneficial for the hiring manager and future team to get involved.
For instance, the hiring manager may send a round-up of team activities and say “we can’t wait for you to join us!”
An office-wide email can also be distributed to introduce the new employee and their role, allowing an opportunity for future co-workers to reach out and get acquainted.
The employee can even receive an early invitation to an upcoming welcome happy hour.
These initiatives will help increase initial excitement around the employee’s new role.
At the end of the day, “ghosting” often occurs when both parties aren’t on the same page. By sharing more specifics and increasing communication, these sudden disappearing acts will subside.