It’s Spooky Out There.
Imagine this: You are a recruiter well into the hiring process when suddenly a candidate abruptly stops responding to your emails and texts. It is as if they’ve vanished into thin air, wasting your time and delaying your recruiting efforts.
For many unfortunate employers, this situation is not merely hypothetical, it’s a problem known as candidate ghosting; one of the more frustrating issues facing recruiters today.
Candidate ghosting comes in many forms, ranging from an applicant skipping an interview to the extreme case of a new employee never showing up to work. While this sort of behavior was once largely restricted to unskilled labor, recruiters now report candidate ghosting becoming more prevalent in industries like technology and health care.
How To Avoid Candidate Ghosting.
A recent SHRM article by Roy Maurer outlined strategies to help offset this problem, including reducing the time spent recruiting and simplifying the recruiting process to better maintain candidate interest.
Another more meaningful approach is to promote more transparency and open communication between the hiring organization and the applicant. If a candidate doesn’t have a clear understanding of the job responsibilities, requirements, and, more importantly, your Employer Value Proposition, then the employer runs the risk of the candidate realizing too late in the process that they are not a good fit after investing too much time.
Additionally, if the candidate feels comfortable communicating with a recruiter, then they will be more apt to raise questions, clarify expectations, and be more forthcoming about concerns that could dissuade their decision to ghost a recruiter.
Finally, a hiring organization with a clear and compelling EVP is better equipped to educate candidates about their work environment early in the hiring process ensuring a mutual cultural fit and less chance for ghosting behavior. A strong EVP also highlights the unique benefits and personality of your organization, and when done right, can discourage candidates from shopping your competition.
Who You Gonna Call?
Buyer Advertising, a leader in recruitment and employee communications for close to sixty years, is here to help you bust ghosts with proven strategies to improve your hiring process, better define your Employer Brand, and open up lines of communication between you and your candidates with our Talent Engine Connect CRM. To learn more about our customized recruitment solutions, contact Natasha Cuomo, our VP of Strategic Partnerships, at ncuomo@buyerads.com or visit our website, www.buyerads.com.
About Buyer Advertising
Buyer provides custom talent solutions that deliver the right candidates critical to our client partners’ success. We cultivate unique Employer Brands that set our clients apart from the competition while creating a personal connection with their future employees. Our industry-leading search engine optimized hiring platform, Buyer Talent Engine, empowers recruiters with a smarter way to attract, engage, analyze, and track candidates through the hiring process – backed by a team of industry leaders with a passion for customer service. With a proven history of supporting a diverse mix of organizations for close to sixty years, we are confident we’ll exceed your expectations.
Whether you call it Siri, Alexa, even Olivia, Artificial Intelligence comes in many forms and is re-shaping how we use technology to simplify the world around us. Artificial Intelligence (AI) is when machines demonstrate seemingly natural intelligence that imitate humanlike functions—conversation, problem solving, learning, etc. Continuing to evolve, AI has made its way into the world of Human Resources. In fact, AI is now being used to analyze applicant data to efficiently narrow down candidates, to facilitate consistent contact with candidates to prevent application drop off, and to automatically schedule and confirm candidates for interviews without the need for human intervention.
