Ghosting in the Job Market: Why Candidates are Doing It and How You Can Prevent It

 

You've been through the interview process and extended an offer to a great candidate. They've accepted, but then... radio silence. They stop responding to your emails and calls, and you have no idea where they are or what happened. Welcome to the world of ghosting, where job candidates mysteriously disappear never to be heard from again.

Ghosting is a relatively new phenomenon in the job market, but it's one that's becoming more and more common. In fact, 70% of employers say they've been ghosted by a candidate at some point. So what can you do to prevent it? Let's take a look. What is Ghosting?  Ghosting is when a job candidate suddenly stops responding to employer communications without any explanation. They might stop returning phone calls, replying to emails, or showing up for scheduled interviews. In some cases, candidates might even accept a job offer and then back out at the last minute with no explanation.  Why Do Candidates Ghost?  There can be a number of reasons why candidates might choose to ghost an employer. In some cases, they might have found another job opportunity that's a better fit for them and decided to pursue that instead. Or, they may have had a negative experience during the interview process and decided not to continue with your company as a result.  In other cases, ghosting might simply be because the candidate isn't ready or willing to commit to a new job yet. They might need more time to think about their decision or want to keep their options open in case something else comes along. Whatever the reason, it's important to remember that candidates are under no obligation to explain themselves if they choose not to accept a job offer.  How Can You Prevent It?  The best way to prevent ghosting is by building strong relationships with candidates throughout the hiring process. From the very first contact you make with potential candidates, focus on forming a connection with them and getting them excited about the opportunity at your company.  Make sure you're clear about what your company can offer them and what your expectations would be if they were to come on board. Be transparent about any challenges or concerns they might face in the role so there are no surprises down the road. If you build trust and rapport with candidates early on, they're more likely than not to stick around even if another opportunity does come up.  Ghosting is becoming increasingly common in today's job market but there are ways you can prevent it from happening. By building strong relationships with candidates based on trust and transparency, you can increase the likelihood that they'll stick around even if another opportunity comes up. Have you ever been ghosted by a candidate? What did you do in response? Let us know by contacting us by using the media contact below! Staffing woes? Leave it to us - we know how to assemble a rock-star team like nobody's business.