A new study by our recruitment partner Indeed finds that ghosting during the hiring process has hit crisis level as a widespread commonplace practice.

A new study by our recruitment partner Indeed finds that ghosting during the hiring process has hit crisis level as a widespread commonplace practice. For those not familiar with the term, “ghosting” is generally used in a personal context with reference to dating. It is the act of “suddenly ceasing all communication with someone the subject is dating, but no longer wishes to date. This is done in hopes that the ghostee will just ‘get the hint’ and leave the subject alone, as opposed to the subject simply telling them [they’re] no longer interested.” (Urban Dictionary). The practice has crossed over into the business world and presents a very real risk of reducing the baseline communication standards maintained by recruiters around the world.

Forbes magazine reports (1) that according to Indeed Survey (2) results;

  • Over 77% of job seekers report that they have been ghosted by a prospective employer since the onset of COVID-19
  • Over 10% of job seekers report that this was even after a verbal job offer was extended.
  • Only 27% of employers reported that they haven’t ghosted a job seeker in the last year

At Premier Staffing, as proud relationship builders connecting skilled candidates with employers nationwide, we were disheartened by the findings. This is because the interviewing and hiring is always a sensitive journey for both job seekers and hiring managers. Forbes contributor Jack Kelly likens the process to an uncomfortable dance, so to speak, while there is that uncertain period of determination and scrutiny which keeps candidates on their toes.

So why is it so important to maintain contact with your candidate for the length of their recruitment journey?

1. Providing a response is a professional courtesy

James Gabriel, NSW State Manager at Premier Staffing reaffirms that there is a high level of professional courtesy involved in providing candidates with a response. “During my time in recruitment, I’ve rarely seen a candidate whose resume sums up all they have to offer. The purpose of an interview is to get a gauge of our candidates’ personality and work ethic, so that we can match them with the most suitable role. Our candidates incur a time cost away from their job search to attend an interview. At the very least, we hold a responsibility to treat our candidates equally and deliver feedback in a constructive manner for every interview.”

2. Feedback is part of delivering a quality service

“One of my biggest concerns for the recruitment process as it is now, is that consultants within the industry are losing their way. The ability to advise our clients and candidates with courtesy and consideration is central to our role” comments Mathew Seilicki, Managing Director of Premier Staffing. “We have a responsibility to support and empower our candidates – current, future or potential. They’re our biggest asset.” Mathew holds an expectation that every consultant representing Premier Staffing does their due diligence by all candidates, and this includes offering guidance and advice following an interview. “If the issue is a matter of having a hard conversation – then have it. It’s a part of delivering quality service.”

3. It leaves a poor impression with the candidate

“We’ve all been there, and we all know how highly stressful it is leaving an interview with lingering uncertainty as to individual performance, and how it may have met the potential employers’ expectations” says Sabina Bektachi, Marketing Manager of Premier Staffing. “My concern is that ghosting a candidate poses a level of disregard for the effort that they have invested in preparing their application. It is highly detrimental to their morale and creates a terrible candidate experience – essentially, it is damaging to your brand. No matter how inundated our agents are in applications, our candidate could be inundated in the stress of looking for a new role and an income. That quick call or an email provides closure and a sign to look elsewhere, leaving a lasting impression of the agency as one that follows through.”

Taking the right steps

So, there is our two cents at Premier Staffing. We believe that providing unsuccessful candidates with a response is part of the employment process, and for several reasons. It is courteous to the candidate, a part of delivering a high service standard, and leaves a positive impression of the agent or hiring manager. In the rare instance that there is a reason why contacting the candidate again is difficult, there are steps you can take to ensure the message has been delivered;

–        Send an email with thanks for attending the interview, notifying of outcome

–        Escalate the interaction to a Manager who will be able to handle the notification and advise you for the future

If navigating the hiring process is not an area of strength for your business, there are solutions you can access that are an easy call away. Contact our team for a highly tailored consultation on how your business can benefit from outsourcing the hiring process and let us do the hard work to find your perfect candidate.

Contact your local Premier Branch here.

References:

1. “A New Study By Indeed Confirms That Ghosting During The Hiring Process Has Hit Crisis Levels”, Forbes Magazine, Feb 18 2021 – View Article

2. “Employer Ghosting: A Troubling Workplace Trend”, Indeed for Employers, Feb 11 2021 – View Article

Author – Employment Group