Ghosting refers to halting all communications without notice, effectively just disappearing unexpectedly. We aren’t quite sure what has been happening lately, but the number of candidates who have been ghosting, whether before a simple discovery phone call or in the final stages of the interview process, is honestly astounding. We know we aren’t the only ones experiencing this phenomenon of late as we have seen many articles popping up from other sources describing similar experiences. It leaves us wondering: why are candidates acting like millennials on a dating app? What happened to basic etiquette, respect, and professionalism?
I remember a time – not too long ago – when it was common practice to send a follow-up or thank you note after an interview. Now, this has become a rare occurrence, and those who do it really stand out. Similarly, in recent history, missing an interview or showing up late would have been followed up with an apology, but now candidates don’t show up at all and provide no notice or explanation; they just disappear without so much as a call, text message or email, and if we try to reach them, our messages go unanswered. It seems that common courtesy has become uncommon. How did we get here?
According to a recent Indeed article, the incidence of ghosting has increased from 18% to 28% over the last year. 76% of employers said that they have been ghosted by an employee, and 57% noted that ghosting is really becoming a problem. Is this occurring because supply outweighs demand, or have the workers of today just not been taught proper business etiquette? We aren’t sure, but we are sure that it is a problem.
So, how can we avoid getting ghosted?
1. Overcommunicate
It might seem like you are being bothersome at first, but keeping in constant contact with your candidate between interview stages can really go a long way. Building a relationship with them in the early stages will create rapport and a sense that you’re in this together, thus making them less likely to disappear without a trace. Sometimes a few days – or even a week – can go by between an interview and a hiring decision. You should check in with the candidate regularly throughout this period and keep them in the loop. A lot can happen in a few days; for instance, they could have received another offer and may feel awkward about letting you know. Communication is a two-way street; If you keep in close contact with them, they will be more likely to keep you informed regarding any new developments on their end.
2. Act quickly
As I just mentioned, a lot can happen in a few days. In order to secure the most qualified candidate for your position, you will need to act quickly. We’re in a candidate’s market, the supply of jobs far exceeds demand, so candidates are likely to receive multiple job offers. If you take your time making a decision about a candidate, another employer may snag them while you are deliberating. If you want them, let it be known, and do not take too much time!
3. Conduct respectful interviews
How you conduct yourself during an interview can really make or break the way a candidate feels about working with you, whether you are a recruiter or an employer. The first impression that you give the candidate matters just as much as the first impression they give you. Be kind, courteous, respectful, and polite, and it will go a long way!
Even if you employ these three tactics, ghosting can and likely will still happen, but hopefully it will occur with less frequency. We aren’t quite sure yet why this “ghosting epidemic” is plaguing us, but we do hope that as we bring the issue to light, candidates of today will realize that they need to act with professional etiquette, and courtesy will once again become common.
