Ever have a romantic interest suddenly cut off all contact with you – with no warning or explanation at all? It hurts, right? And the social trend has a name: ghosting.
According to Urban Dictionary, ghosting 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 he/she is no longer interested…”
It’s rude. Immature. And unfortunately, this type of disappearing act isn’t limited to the dating world. Candidates and new hires are ghosting employers:
- skipping interviews;
- ignoring formal job offers;
- and even stopping showing up for work, with no notice or communication.
Whether it happens during the interview process or after you’ve placed a candidate, ghosting costs your staffing firm dearly – in terms of time, money and damage to your reputation. Thankfully, it’s largely preventable! With a little diligence and a few tweaks to your processes, you can make sure the talented people you work so hard to recruit don’t vanish into thin air:
Setting a good example. In the early stages of recruiting, employers are guilty of ghosting on their candidates, too. In fact, according to results from a nationwide study conducted by Inavero on behalf of CareerBuilder, employers frequently fall short of candidates’ communication expectations:
- 84% of candidates expect a personal email response and 52% anticipate a phone call. Yet over half (52%) of employers respond to less than half of candidates who apply.
- 36% of candidates expect to be updated throughout the application process, and 41% expect to be notified if they weren’t chosen after they interviewed. Yet only 26% of employers proactively communicate with candidates what stage of the hiring process they’re in.
- Even when candidates make it to the interview stage, many still fall into a communication “black hole.” Nearly three in four candidates (73%) who interviewed with companies said they were never given an explanation for why they didn’t get the job.
The lesson for your staffing or recruiting firm? Respond to every candidate who applies to your company – even the ones you know you won’t be able to place. As an employer, you set the example. If you send signals that ignoring candidates is acceptable, they’ll believe it’s okay for them to behave the same way.
Speed up your processes. You know the numbers. Unemployment is under 5%, and time-to-fill is at an all-time high of 29 days. Great workers won’t sit around, waiting for you and your clients to get your hiring ducks in a row. To prevent them from disappearing on you, find ways to maintain momentum:
- Critically examine your entire recruiting process. From the initial application through post-placement check in, look for ways to shorten timelines – without sacrificing quality.
- Consider phone or video screening for out-of-town candidates.
- Identify bottlenecks (on both your side and the client side) that slow down decision-making and communication with candidates.
- Invest in technology to expedite processes and ensure great candidates don’t fall through the cracks.
Keep the lines of communication open. Establish an iron-clad communication system that shows candidates how much you value them. Keep them in the loop by:
- Providing clear timelines for processing applications, scheduling interviews, checking references, etc.
- Regularly updating promising prospects. Once you’ve interviewed them, explain next steps and set realistic expectations. Frequent updates prevent candidate drop-off due to impatience and/or uncertainty.
- Posting helpful information on your website about your recruiting process, so individuals can find the information they need even when recruiters aren’t personally available.
Create a killer onboarding program. Once you’ve extended an offer for an assignment, contract or direct position, you’re not out of the danger zone. To protect yourself and your clients from having a new employee ghost after starting, roll out the proverbial red carpet:
- Approach the process from the employee’s point of view. Starting in a new role can be overwhelming. To keep new hires feeling valued, try to create a process that’s fun, interesting and as painless as possible. Get paperwork processed quickly (before the start date, if practical), so you can keep the focus on the individual.
- Provide and review a written plan of objectives and responsibilities. Be clear from the start to prevent confusion about job functions, and discuss any concerns the individual has about their role.
- Provide your clients with onboarding resources. Share your best practices, so your clients make temporary employees and new hires feel welcomed, valued and prepared to hit the ground running.
The way you and your clients welcome new hires sets the tone for their entire work experience. Do everything you can to make sure individuals get off to a great start – instead of leaving you high and dry.
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