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In the era of the Great Resignation, recruiters are no longer the only ones ghosting. As the need for talent has surged over the past year, many recruiters are facing a predicament unheard of only a few years ago. 76% of employers claim candidates have ghosted them in the last year, while 28% of workers say they've done the same.
In terms of recruitment, a candidate may do this for a variety of reasons:
Given the time and effort recruiters spend on finding, enticing, and engaging a prospect, it may be very frustrating when a candidate does ghost them. However, instead of accepting defeat, recruiters should use this opportunity to evaluate what actions they can take to avoid ghosting entirely.
As a practitioner, recruiters may prevent the unpleasant ghosting experience by employing the following strategies mentioned in this article.
Transparency and communication are the cornerstones of a recruiting approach designed to attract the right people for the job. The easiest way to do this is for recruiters to collaborate with their team to establish their business requirements for each job and to keep applicants informed from the outset.
Moreover, recruiters must Inform applicants of their anticipated timeframe and provide an outline of the interview process in order to control their expectations. In addition to enhancing the effectiveness of the recruitment efforts, this sort of strategy may help professionals express the real narrative of the employer brand in order to reduce attrition. This strategy might help transform candidates into the company’s greatest supporters and customers. In fact, 64% of applicants with a fantastic talent journey aim to expand their connection with the business, even if they are not offered the position.
Everyone enjoys employee perks and benefits. Several perks, like yoga classes, free lunch, gym memberships, and employee share options (ESOP), are now expected by candidates. Moreover, candidates may now actively seek out the perks they desire from a prospective employer, as an increasing number of organizations devote extra resources to building their corporate identity and employee value proposition (EVP).
However, if a job seeker is interviewing with a business that offers minimal employee perks, there is a good possibility that they will look elsewhere. Hence, employer branding and employee value proposition (EVP) have never been more crucial.
This is why organizations should add employee perks in their job descriptions and copy to make their job advertising more appealing to job searchers.
In the current employment market, candidates are seeking perks that will enhance their experience with their preferred firm, and this might be the deciding factor between a yes and a no.
Many applicants may feel intimidated during the application process, particularly if they are asked difficult questions about their job experience, education, or background. To help people feel at ease, establish the stage for an authentic dialogue by asking open-ended questions and learning more about their identity and ambitions.
This is a great approach to discovering more about the applicants and helping them realize how the company can support them in their careers, both inside the organization and beyond. It's also a terrific approach to create relationships and determine how potential workers will adapt to the company's culture and connect with the rest of the team.
There are applicants who fall through the gaps at every large organization. It remains a prevalent issue in the job search process. Most applicant tracking systems let recruiters determine whether a candidate has been "touched." Set aside time each week to evaluate new applications and prevent the dreaded "black hole" for resumes.
Essentially, every applicant who takes the time to apply is entitled to a confirmation that their application has been correctly filed, as well as a yes-or-no vote for advancement at some point. If companies follow this in a timely manner, the chances of them being ghosted reduce.
Recruiters and hiring managers can maintain contact with candidates with the use of communication tools and technologies. With an automated workflow, businesses can engage candidates at each stage of the interview process with meaningful information and communication. If it typically takes the company three weeks to develop and approve an offer letter, automate the sending of a weekly email or text message through the process to remind the applicant that they are still being considered.
Although candidate ghosting is an unsettling trend, it need not negatively affect a great recruiting strategy. By being genuine, communicative, and putting the applicants first, recruiters may build a solid relationship and reduce the likelihood of getting ghosted.
That said, keeping job applicants from ghosting requires a cautious and smart approach, but it pays off tenfold when recruiters create solid relationships with competent workers who will ideally interact with and join the organization.