The phenomenon of ghosting, a rather frightening trend!
Were you communicating with someone and suddenly found yourself without a response? Everyone has experienced this situation, regardless of their position, but have you faced it during recruitment?
It can start with an unanswered email or call, or long silences between responses, and by then it's too late! The phantom candidate is here! There's nothing you can do except live with its presence! Brrrr!
What is ghosting?
Ghosting, an anglicism from the English word "ghost " meaning phantom, is the art of disappearing without a trace, without warning, without giving any explanation or updates overnight to your interlocutor like a ghost!
The term ghosting appeared in 2006 in the world of online dating in the USA where ghosting is a bit like "playing dead" after a first "date " ("meeting").
This phenomenon, already common on dating sites, is spreading to the professional world, particularly in recruitment. It affects both candidates and recruiters! No one is safe!
Being "ghosted " is not a very pleasant experience for candidates after an application, or for recruiters struggling to find applicants.
Frightening figures...
According to a 2021 Indeed USA study, ghosting is on the rise... 8 out of 10 recruiters (83%) have been ghosted by their candidates! Only 1 in 2 candidates shows up for a job interview and 1 in 5 accepts a job offer without actually showing up on the first day or even signing the employment contract...
On the candidate side, the same observation, 8 out of 10 candidates (77%) report having been ghosted by a recruiter during an application. American employers state that only 27% have not ghosted a candidate. 1 in 10 candidates is ghosted even after receiving a verbal offer!
Ghosting particularly affects millennials between 25 and 34 years old, they are the primary victims.
No sector is immune...
This terrifying practice is also becoming widespread among restaurateurs. Customers book a table early but never bother to show up or even inform the restaurant, resulting in a lost time slot, both for other customers who wanted to go and/or for the restaurateurs who made less revenue.
Candidate ghosting is becoming commonplace
Nowadays, ghosting is easy; candidates no longer apply the same way as before. They multiply applications by applying to several offers, in different companies, various sectors, all while staying behind their screens.
The job market has rarely been more favorable for candidates. They can choose which companies they want to work with, even if it means picking up their broom and not responding to human resources after applying, or even after signing the contract and working a few days.
Why ghost recruiters?
Today, applicants are looking for the best magic potion between professional and personal life. They prefer to decline an offer if the company doesn't align with their values or doesn't offer an interesting work environment, or doesn't pay enough. Candidates allow themselves to be demanding and not always respectful in sectors where potential candidates are scarce.
Some companies use a multitude of tests during their sourcing process to identify the best candidates, but these often serve as a pretext to refuse an application. So when the candidate sees yet another spell being cast, they end up disappearing before taking any test to avoid wasting their time.
Ghosting by recruiters, vengeful phantoms?
This technique by recruiters, of not responding to a candidate after receiving their resume, or even after an interview, has existed for a long time and has become commonplace today.
Ghosting by companies can have devastating effects on confidence and self-esteem. Candidates who decide to apply and receive no response may feel less valued. They are unlikely to apply to your offers again and will give a bad image of your company to their circle.
Some companies leave their candidates without a response but forget that they could very well be a potential client.
How to explain ghosting during recruitment?
There are various factors that explain this phenomenon of ghosting in recruitment.
Timing, which is not always the same for candidates and recruiters.
The recruiter sometimes thinks they are being quick by giving feedback within 15 days, but it's already too late for the candidate, who is growing impatient.
The involvement of recruitment intermediaries, such as temp agencies and recruitment firms, can take time and the wait may seem too long for a candidate who wants to find a job quickly.
Inappropriate recruitment tools or overly long recruitment processes can impact this ghosting trend. Terrifying!
The magician's advice
If a candidate no longer responds, the interpretation is simple: they just don't want to work for you.
A recruiter or a candidate who "ghosts" avoids a difficult conversation where they would be obliged to provide an explanation.
Dear candidates, learn to decipher a job description, apply for offers that suit you, aligned with your professional expectations as well as the values upheld by the company.
The world is small, you're not immune from running into internal recruiters or recruitment agency staff you may have ghosted, so avoid making enemies and own up to your changes of mind.
Dear recruiters / HR Managers, focus on the goals and challenges of your job postings. Use recruitment tools to enhance your sourcing, like an ATS for example. Opt for personalized contact with the candidate and maintain it throughout the recruitment phase. Highlight your employer brand and ensure it matches the reality of the recruitment, from the job offer publication to onboarding. By reducing ghosting, you save time.
And once the candidate is recruited, implement simple practices to consider your new employees, especially during onboarding: a team introduction, a breakfast, a welcome meal...
Now to your cauldrons, it's time to ghost this practice!
