We can all agree that 2021 has been a strange year. With uncertainty creeping around every corner, it is not a shock that candidates can feel hesitant before accepting a new job role. However, another common theme following the unpredictability of this year is “ghosting” in the employment market. The term “ghosting” seems to be thrown around a lot and in terms of recruiting it simply highlights the stage where a candidate does not show up and simply vanishes, providing no reason or notice as to why they are no longer interested. Now we know that this can happen both ways, but candidates not responding to emails or phone calls is more apparent than ever.
Results produced from a survey by Indeed has found that “Ghosting seems to have grown in popularity amongst job seekers over the past year: 28% have ghosted an employer, up from only 18% in 2019”.
Is this new form of cutting ties slowly becoming more socially acceptable? The days of sharing feedback on how an interview went, providing calls and saying goodbye seem to be dwindling - making us guess that perhaps this new self-fulfilling perspective may stay.
So, how far into the process do candidates get before communication may stop? Well, the survey conducted by Indeed found that 48% stopped communications early in the process, 46% did not show up for a scheduled interview, and staggeringly 7% did not show up on their first day of work.
This leaves us wondering: what is causing this to happen? In reference to our previous blog “Are Candidates Now Interviewing the Interviewer?” we identified that at present the candidate has most of the control during the interview process, allowing them to control the recruiter field. Maybe they have received another offer elsewhere? Perhaps they received a counteroffer from their current employer? Or the candidate is not sure of the culture surrounding the company they have applied for? But are these reasons able to justify no communication?
If a candidate has received a job offer elsewhere, perhaps your business was not the top choice in their list of employers. For example, if they received a job interview from a business who placed second on their list which they accept to go to and then in the following days receive a job interview from the business who is first on their list, they may end up cutting all ties with the first interview they received. No can deny that shifting the sole focus onto one employer is a risk, however if their energy is now focused on another offer this may result in the answer to “why have I been ghosted?”.
Candidates are typically receiving interviews from multiple businesses, with the potential of various job offers in their reach. With candidates cutting ties in communication predominately during the hiring process, maybe employers are taking too long when selecting a candidate? Shortening this process and making their response time quicker may engage all parties as leaving a candidate to ponder with no feedback after an interview makes the chances of being “ghosted” rise. With companies now opting to use email and role play exercises in their hiring process (which is already a stressful time), it can be understood why candidates may opt to avoid these drawn-out processes. However, having the etiquette to be upfront and clear in communication is still paramount.
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