6 Ways to Avoid Being Ghosted by Your Top Candidates

Hiring managers often become confused and frustrated when candidates stop returning emails, calls and texts. According to Career Plug, “Candidate ghosting refers to the candidates who suddenly stop all communication with an employer during the hiring process”. Forbes reported that 94% of employers have been ghosted by job seekers.

In today’s market, job seekers have high expectations. If these expectations are not met, they simply move on. Keep in mind that job seekers set job alerts and are notified of newly posted positions. They can apply with a simple click without even reading the job posting. Once the candidate finds out more through your interview process, many things may not line up and they exit the process. Compensation, job responsibilities, remote work and acceptance of another job are top reasons why they stop communicating.

As frustrating as it may be to have candidates ignore you, here are a few steps you can take to minimize it happening.

• Streamline your hiring process.

You need to be prepared to move fast. Your competitors may also be courting your dream candidates. Interview top applicants quickly and move to offer stage as soon as possible.

• Reach out to candidates right away.

When you review a good-quality resume, contact the candidate via phone, text, or email within 24 hours from the application date. Give the job seeker clear next steps. Share your career page links and a more detailed job description. The main goal is to keep them engaged.

• Schedule interviews promptly.

Conduct a brief phone screen to learn more about them and what they are looking for. Be flexible with the candidate’s schedule. If the candidate is strong, move quickly to office or Zoom interviews.

• Conduct engaging interviews.

Create a respectful and welcoming environment. In the first interview, set a good first impression by asking candidates what is important to them. Share the positives of the job that will align with their goals. You can drill down further on your needs in second interviews.

• Craft messages that foster responses.

After an interview, follow-up with candidates in a way that is persuasive and specific. For example, personalize messages by mentioning what you admire about their skill set and how they’d be an asset to your team.

• Make an offer they can’t refuse.

In today’s market, don’t make lowball offers to candidates. If you think the candidate is worthy of hiring, there are other companies who may think so too and are willing to pay market rates.

If you actively engage with top applicants right away and keep them engaged throughout the hiring process, you’ll have a greater chance of hiring success.

If you need help strategizing your next hiring initiative, give us a call at 317-578-1310.