Job ghosting

More and more employers are struggling with candidates not showing up for interviews. But not only candidates, newly hired specialists also do not take up a new position despite a concluded contract. This trend has increased in recent years and means "ghosting": one person stops communicating with another person or group without explanation.

Why do candidates ghost employers?

Applicants ghost employers for a number of reasons. These factors can lead a candidate to interview, verbally accept a job offer only to change their mind, or turn down a job after formally accepting it. As a hiring manager, you can mitigate many, but not all, external reasons for candidate ghosting:

Lack of excitement about the role: If a candidate isn't excited about your company or the role they've applied for, they can choose to ghost rather than formally withdraw from the hiring process. This is particularly likely if you do not maintain or strengthen contact with the applicant. Communication is the best way to make candidates happy to start at your company.

Confusion about the role: A lack of clarity about responsibilities or the position in general can lead to an applicant ghosting. This is especially important when candidates are applying for multiple similar jobs. A clear, well-written job description and comprehensive other information such as onboarding will tell candidates whether they want to work at your company.

Change of personal circumstances: Not all reasons for candidate ghosting are under control. Sometimes a candidate will have changes in their personal lives. For example, a new spouse, a new child, or a family emergency may cause you to withdraw from your hiring process without explanation.

How to deal with ghosting

The most challenging type of ghosting is the "no-call, no-show" of candidates on their first day of work. This can be particularly shocking when a candidate has not previously shown any signs of ghosting and has expressed enthusiasm throughout the hiring process. If this happens to you, there are a few ways you can respond:

Show compassion: Assume the best and reach out to the candidate via email or phone call. In some cases, a "no call, no show" can actually be a case of bad luck, like a car breakdown or an emergency.

Set a time slot: If you cannot reach the candidate, provide a time slot. For example, ask for a response within 24 hours. In an emergency, you can assess whether the candidate can still join your team.Don't be afraid of Plan B: If you don't hear from the candidate or if they aren't able to begin onboarding, quickly move on to your plan B. This may include calling another qualified candidate or reopening the requisition. Whatever your Plan B, don't hesitate to move forward quickly and efficiently to avoid the expense of a wrong hire.