A negative applicant experience can hurt both brands and the people who want to work with them. We witnessed a significant increase in the number of applicants for various positions during the pandemic. Deep throughout the recruitment process, rumors of being ghosted abounded. We commissioned some research to determine the scope of the problem and the extent of the harm.
The results were startling. According to our study of 2000 adults, 65 percent of respondents had been ghosted. 86 percent claimed they were depressed after being ghosted, and 43 percent said it took weeks, if not months, to rebuild and move on. Brand harm was also evident, with 94 percent of respondents stating it left them with bad ideas or feelings about the organization they applied to.
The majority of small businesses rely on spreadsheets and simple trackers, but large businesses and recruitment agencies invest in technology that is tailored to their specific needs. Here are a few pointers to guarantee that your organization is confident in its ability to avoid ghosting prospects.
Get everyone on board: Most department managers, as well as HR departments, are active in recruitment. The first step is to educate everyone within the company on the effects of ghosting. It's time to establish a plan to deal with ghosting head-on after you have company-wide support to ensure it doesn't happen in your firm.
Put yourself in the candidate’s shoes: At each stage, what kind of communication would you like? A brief email can go a long way in assisting an applicant.
Set up automated emails: If you have one, send up automated emails to candidates at each stage of the application process using your applicant tracking system (ATS). This means they'll be kept up to date on the status of their application at all times.
Send updates promptly: Except when you're waiting to hear about an application, no news is good news. Let the candidate know as soon as you've made a decision, good or bad.
Make notes straight after a call or interview: As the adage says, "don't put off until tomorrow what you can do today." Take detailed notes every time you chat with a candidate; this will make it easier for you to make a decision and provide you with plenty of material to refer to when you return to them.
Use bulk email or SMS: A standardized message is preferable to no contact at all when communicating with several prospects swiftly and easily.
Use your ATS reporting feature or keep a log: This ensures that no candidate is overlooked; you'll know how many people applied for each position, what stage they're in, and when you last contacted them, and you'll save time browsing through your inbox.
Close down the role: After you've hired someone, double-check that you've processed and reacted to all of the other applications.
Get feedback from your applicants: They are the ones who have gone through your process and can provide useful advice. To get a complete picture, talk to both successful and unsuccessful prospects.
Review and improve your process: There's always space for improvement, so check in on your strategy and tactics every few months to make sure they're still effective and to incorporate any new ideas.
It's difficult to break the news to candidates that they haven't been chosen, especially after you've been so encouraging up until that moment. However, doing so quickly and courteously provides closure and allows them to pursue other opportunities.
No one intends to abandon a candidate in the middle of the hiring process, but it's vital to recognize that it does happen. We must work together to solve this problem. Allow us to manage your hiring process and maintain track of your candidates so, you don't have to ghost them.
Comments