Are you a ghostbuster or recruiter?

With the ever-changing workforce market and job changes, ghosting has become a common and frustrating phenomenon in the recruitment process. According to a study by Clutch, 47% of job candidates admitted to ghosting a potential employer. This means that nearly half of the people you reach out to may not respond, leaving you in the dark and causing delays in the hiring process. But fear not! There are several strategies you can use to handle the ghosting phenomenon and increase your chances of success:

1. Set Expectations Early On One of the most effective ways to prevent ghosting is to be upfront and set expectations early on in the recruitment process. Let your candidates know what to expect, the timeline, and how they can communicate with you. According to a survey by CareerBuilder, 81% of job seekers want to know the timeline of the hiring process. So be transparent and keep your candidates informed. Provide them with an easy way to reach out and make sure they feel you are an honest recruiter, who will be making sure their time is much valued.

2. Keep Your Candidates Engaged Candidates are more likely to ghost if they feel disengaged from the recruitment process. So, keep them engaged by providing regular updates on the process. Share every step and progress being done and if you expect any delays, let them know asap. According to a study by Indeed, 58% of job seekers want ongoing feedback on their applications. So, provide timely feedback, even if it's just to let them know you received their application.

3. Be Responsive Recruiters should always be responsive to candidates' questions and concerns. If a candidate reaches out with a question or concern, respond promptly, even if it's just to acknowledge receipt of their message. According to a survey by Talent Board, 77% of candidates expect to hear back within two weeks after submitting their application. So, keep your communication lines open. Keep in mind that you want to provide your candidates the best experience even if they are not accepted to your company, as each one of them can become your ambassador or talk negatively about the company and the experience.

4. Don't Assume the Worst It's easy to assume that a candidate who doesn't respond is not interested in the position. However, this may not always be the case. Candidates may have personal or professional reasons for not responding, such as illness or a busy schedule. Before assuming the worst, reach out to the candidate and try to get a better understanding of their situation. If you expect him to be more responsive to you, let them know the reason for that, they will appreciate that overall.

5. Have a Backup Plan Finally, recruiters should have a backup plan in case a candidate ghosts. This could include having a list of backup candidates or reaching out to candidates who were previously interviewed but didn't make it to the final stages. Having a backup plan ensures that the recruitment process can continue without significant delays.

Ghosting is a frustrating issue for recruiters, but there are several strategies you can use to handle it effectively. By setting expectations early on, keeping candidates engaged, being responsive, not assuming the worst, and having a backup plan, you can increase your chances of success and find the perfect fit for your company. Remember, candidates may come and go, but your determination to find the right one will always prevail.

Finally, by using Seal, you can speed up significantly your hiring process and allocate your time to interact with candidates rather than screen their resumes or make background checks. Seal platform will do it automatically by using a unique technology to asses and raise any potential hiring risks. Contact us today to book your free onboarding call.

Free onboarding