Ghosting refers to one party suddenly cutting off all contact with another without providing a reason. While the term was initially coined in reference to the dating world, it’s become highly common during hiring processes, too. Often, companies are most concerned about candidates ghosting them, as that impacts their workforce directly. However, employers ghosting candidates after interviews are often far more problematic than companies expect. Here’s a look at why you should never ghost candidates after an interview, as well as steps you can take to keep candidates appropriately informed during the hiring process.
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Why You Shouldn’t Ghost Candidates
Ghosting candidates is an issue because it reflects negatively on your organization. When you ghost a job seeker after an interview, they don’t get suitable closure. They won’t know if the lines of communication closed because of something they did, which can sow doubt.
Additionally, ghosted candidates may end up left wondering whether the role was filled and they should move on or if they’re technically still in the running for a job. That leaves them in the lurch, and that’s not a comfortable position.
Further, ghosting feels unprofessional and disrespectful. When it happens to a candidate, it often leads them to draw conclusions about your company. They may question whether your organization has a positive culture or embraces transparent communication, and that damages your company’s reputation, particularly since many candidates will discuss the poor experience with others.
In most cases, a ghosted candidate also won’t be inclined to apply for other positions at your organization. Plus, others who hear about what occurred may forgo your opportunities, too. As a result, ghosting one candidate can cost you far more talent than you may realize.
How to Keep Candidates Informed
Generally, candidates don’t necessarily expect a lot of information after an interview if they aren’t selected. If you want to ensure your organization isn’t ghosting job applicants, prioritize sending out emails that let them know they’re no longer in contention. In many cases, an applicant tracking system (ATS) has automation options to make this simple.
Additionally, if a job seeker reaches out for feedback after a job rejection, offer any information you’re able to provide. Your insights about what a candidate did well and where they can improve provides the applicant with value and show that you’re interested in supporting their future success. Typically, that leaves a highly positive impression.
In cases where something has changed with the hiring timeline, and that’s why there hasn’t been any movement on selecting a candidate, let the applicants know quickly. Explaining that there was a delay functionally lets them know where they stand. By also offering a new timeline, you’re removing ambiguity from the equation, too, which also helps keep your relationship with the candidates strong.
Need Help During The Hiring Process? Connect With Our Recruiters Today!
Ultimately, ghosting candidates is problematic, so it’s critical to ensure you’re keeping applicants well-informed throughout the process. If you’d like to find out more or need access to top talent quickly, the team Selectek can help. Contact us to connect with a member of our recruitment team and learn more about how our services can benefit your organization today.
