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Ghosting: Two-way Street

Ghosting is a new trend that has erupted in the job market and it is a costly trend for companies to bear. Recruiter ghosting is coined from candidates after not receiving feedback to their application or interviews. Although it is best practice to inform candidates of their selection progress, it is also important to note that without an automated system in the current global market, individual feedback is impossible to provide for job ads. However, interviewed candidates must be followed up with by recruiters. These candidates have taken the time to meet with recruiters or hiring manager to discuss their qualification for the role on hand. Ghosting such candidates will not only hurt your brand, but candidates too will be less inclined to partner with you or your agency/company.

On the other side, when the job market is candidate focused – candidate ghosting is commonly witnessed by recruiters. Evident in the 2018 LinkedIn report, there is a decline in candidates’ responsiveness to recruiter calls or emails in comparison to previous years. Candidates take their time to evaluate the roles or the companies and if they lose interest, they fail to inform the recruiter i.e ghosting their calls/emails. Recruiters are left in limbo about the candidacy status and as such lose trust in the candidate. In addition, more than ever candidate ghosting has become evident in the industry causing companies to create intensive databases to track candidates over a longer period. Ghosting is a harder hit for an organization as they must restart the hiring process after already selecting a candidate, thereby increasing their cost per hire.
 

Some tips for recruiters and candidates to avoid ‘ghosting’:

  • Recruiters in agencies or corporations should create an active list of candidates in consideration for current roles.
  • Candidates should also create a list of recruiters or companies they have met with and for what roles.
  • If a recruiter has not gotten back to you, you can call or email them as well but wait for a couple of days to hear back from them as interview feedback is not immediate.
  • Recruiters should establish trust by learning the candidates interests about their career plan and set expectation about wait times in order to avoid the candidates feeling they have been ghosted.
  • Candidates and Recruiters should always be professional and keep the lines of communication open even if either party shows no interest.

 

Disha

www.mtsrecruiting.com

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