By Annie-Rose Espaldon, Digital Project Manager, Stanley Field Group
Published on January 27, 2023
Summary
1. What is it?
2. What are the reasons for ghosting?
3. Six tips to avoid it
Have you ever heard of or experienced the phenomenon of ghost candidates, more commonly known as “candidate ghosting“?
Your day starts, you have interviews scheduled, but several candidates don’t show up. You’ve likely been ghosted!
1. What is it?
Ghosting, a concept originating from dating sites, refers to candidates who suddenly disappear without explanation during the recruitment process.
This trend of not responding has become increasingly common in recruitment, affecting both recruiters and candidates.
2. What are the reasons for ghosting?
A prominent phenomenon in the tech sector.
Ghosting is particularly prevalent in sectors with low unemployment rates.
In the tech sector in France, the supply outweighs the demand, and candidates receive numerous offers, especially for roles like data scientists and developers.
The duration of the recruitment process.
It’s important to note that recruiters’ timelines differ from those of candidates. Candidates expect a response within days of their application, while recruiters consider themselves quick if they respond within 15 days.
According to a recent APEC study, the average recruitment time for an executive in France is 9 weeks. In 40% of cases, the time between posting the job and signing the contract can reach 4 to 5 months.
A certain discomfort
in some cases, candidates prefer to avoid awkward situations or conflicts by not responding.
The younger generation:
With the rise of digitalization, young candidates entering the job market tend to move on quickly, making them more likely to ghost.
This generation is unique in seeking good compensation, a satisfying work environment, and meaningful employment.
The current job market:
Employment market trends significantly impact job seekers’ behaviour. With the talent shortage and the Great Resignation, candidates now have more opportunities.
Virtualization
The pandemic has greatly accelerated the digital transformation of recruitment processes. Nowadays, many interviews are conducted remotely. This reduces social pressure, which seems to facilitate ghosting.
3. Six tips to avoid it
1. Enhance your employer brand
A strong employer brand involves convincing communication and HR strategy (company values, interview attitude, onboarding, understanding employee needs, tools and work environment, management style, etc.).
Sharing aspects of the company with candidates, like its history, culture, and management style, helps familiarize them and inspires a sense of commitment and belonging.
2. Write attractive and realistic job postings
It’s crucial to write clear and precise job descriptions without appearing too “salesy.”
Include details like team size, management style, technologies used, responsibilities, and compensation package.
It’s also beneficial to mention the company’s values, work environment, team, challenges, and objectives.
3. Be transparent
Candidates need to know what to expect to build a connection with the employer.
Communicate as much information as possible, such as the number of recruitment stages, the interview process, average response times, and the people they will meet.
4. Better target the candidates
Improving candidate targeting techniques in 2023 is essential.
While multiposting is an excellent technique for broadcasting job offers on numerous job boards,
better strategies exist for directly reaching target candidates based on their skills, experiences, values, availability, and geographic location. This approach involves recruiters reaching out to candidates directly, often with the help of recruitment consultants who have privileged networks, efficient processes, and powerful technological tools.
5. Pay attention to risk signals from candidates
You can detect several warning signs to pre- empt potential ghosting.
For example, is the candidate taking longer to respond to your emails or calls? Has their communication style changed?
One tip could be to set a clear deadline by which you will close their application if they don’t respond.
6. Inform your candidates promptly
Once a decision is confirmed, communicate it to your candidates immediately. They will appreciate not wasting time waiting for a response and can move forward in their job search.
