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Recruiting Methods To Cut back Candidate Ghosting

Kelly Lee
Digital Content Specialist


Desk of Contents

With the Nice Rehire in full swing, corporations can hardly afford to expertise “candidate ghosting.” For those who’re not aware of the time period, it’s whenever you lose a candidate on the final interview or provide stage for no obvious purpose. The individual simply – disappears. It’s turning into all too prevalent within the office the place it may be devastating for recruiters, hiring managers, and executives.

For those who contemplate the effort and time it takes to supply, display, interview, schedule onsite conferences, coordinate hiring supervisor interviews – maybe much more time spent doing background checks and references – to lose a candidate on the final second can take a toll on an organization’s hiring price range.  Not understanding why the candidate ghosted your group may result in repeating the identical conduct that causes the candidate to go elsewhere. The outcomes of candidate ghosting are deleterious- our job remains to be open, we’ve spent money and time recruiting the individual, we’re not precisely certain why the individual disappeared, and now the recruiter and hiring supervisor have to begin over. Nothing about this situation appears like Hiring Success

Widespread Causes for Candidate Ghosting

There’s a purpose why candidates “ghost” out of the interview-offer course of and it’s fairly doable that someplace alongside the best way, there was a breakdown in communication. Maybe, not sufficient info was offered to the candidate to indicate them that you simply really are the employer of selection. Or…and this can be a key one –  you might not have responded or saved them up to date in a well timed method. For a job seeker, there may be nothing worse than getting a verbal provide after which studying (or not studying) that the provide course of will take weeks and even months. If your organization has a protracted hiring course of, let the candidates know very early within the interview course of. 

Silence generally is a killer for job seekers at any stage within the utility and interview course of. Relaxation assured, there may be assist and we’ve shared some easy concepts beneath to maintain these candidates up to date and within the know.  

Strategies to Forestall Candidate Ghosting

In right this moment’s recruiting and hiring world, now we have an immense variety of communication instruments. At first, as a part of the interview course of get a transparent understanding of their most well-liked technique of communication. Then, set affordable and lifelike expectations as to when and the way you’ll talk hiring course of updates along with your candidates. You at the moment do that in your inner purchasers – proper? Fast and easy “check-ins” along with your potential new rent can go a really good distance. 

Communication instruments, like SmartRecruiters’ SmartMessage and SmartPal platforms, can assist recruiters and hiring managers keep in entrance of the candidate – shortly and effectively. With an automatic workflow, you may hold these candidates engaged with beneficial content material and messaging at any a part of the interview course of. If you recognize that traditionally it takes three weeks in your group to get a suggestion letter drafted and authorised, put together an automatic e-mail or textual content, by means of your workflow, to be despatched every week, letting the candidate know that they’re nonetheless high of thoughts.  

Moreover, throughout the interview and provide course of, it may be extraordinarily useful to direct candidates to your company touchdown pages. Bear in mind to arm your job seekers with as a lot details about your group as doable. This will also be accomplished by directing them to your social media platforms through SMS or texting. There’s a falsehood that job seekers solely go to your company web site when conducting an preliminary job search. In truth, candidates are constantly reviewing your company websites on LinkedIn, YouTube, Twitter, GlassDoor and others. The content material is already there for you, so use it to your benefit to maintain these candidates conscious of why you’re a tremendous place to work. To make sure candidates are conscious of your newest onboarding accomplishments, scope out a SMS template with a URL linking to a brand new rent testimonial on YouTube. It’s fairly easy to get this set-up and executed with the aforementioned SmartMessage. 

Lastly, with a view to effectively undertaking handle and coordinate your whole candidate communications, your hiring groups will want an business main Recruitment CRM platform. With SmartRecruiters’ SmartCRM, in a single centralized location your hiring groups will have the ability to collaborate, share notes, scores and feedback between hiring managers and recruiters, dashing up the hiring course of exponentially and making a hassle-free candidate expertise.  

Concluding Recommendation

To wrap this up, set acceptable expectations along with your candidates. For those who are likely to have an extended hiring or provide course of, be upfront about that. And when there are downtimes within the hiring course of, ensure that to maintain these candidates engaged with details about your group. And if it’s somebody that’s within the provide stage, ensure that to personalize all emails and texts. It’s possible you’ll suppose that’s a time suck however what actually sucks is when the candidate disappears and it’s a must to begin from scratch.    


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