Why ghosting could ruin your company’s reputation?

Job seeking is fast becoming like the dating scene where individuals and companies alike seek out the perfect match. Hot on the heels of a trend first seen in the dating game, ‘Ghosting’ is becoming prevalent in the world of recruitment. If you still haven’t heard the term ‘Ghosting’, it is defined as; “the practice of ending a relationship with someone by suddenly and without explanation withdrawing from all communication.” Sound familiar?

Have you ever attended a face-to-face or online interview where everything appeared to be going well, but once the interview is over complete silence? Perhaps you have been the interviewer yourself and never followed up unsuccessful interviews in the hope that they just figure it out – if you have then, you have either been ghosted or have been the ghost! 

Being ignored by recruiters and hiring managers is not necessarily a new trend but one that’s recently been named. Ghosting is becoming more frequent within the employment process and can leave prospective employees with a negative opinion of your company if you regularly disappear on candidates.

The first question that needs asking is, why are recruiters choosing to disappear instead of contacting unsuccessful applicants? Why

From being overwhelmed with the volume of interviews to the position being withdrawn, the reasons for disappearance can vary. Another explanation is that recruiters are afraid of being accused of discrimination when rejecting candidates so much that they would rather ignore a candidate than talk to them. Whatever the reason, it can have a long-lasting and damaging effect and leave those involved with a negative impression of your company.

Recent statistics revealed,

• 72% of job seekers reported sharing their negative candidate experiences online
• 42% would never apply to the company again 
• 22% would actively tell others not to work for that company

In years to come, you may have long forgotten about those that you have ghosted, but the damage will have been done. Ghosted candidates will be vocal when asked for feedback about your company, both from peers and online. Not only will they not apply for future positions, but the feedback they give could put off other prospective candidates who may have been an ideal match.

Ghosting isn’t just a tactic used by hiring managers – it has risen sharply in the past year from candidates ghosting employers too. Research conducted by Robert Half UK found that 14% of prospective employees had ghosted a company during the recruitment process. 

It is unknown why new employees have started to ghost employers, but it is not uncommon for candidates to receive multiple job offers or that they’ve simply had a change of heart. It is becoming apparent that some of those that do change their mind are failing to communicate their decision, leaving companies to restart the recruitment process from scratch after wasting time and money on a failed hire. This action could have repercussions down the line, with them being blacklisted against any other job applications within that company.

Ghosting by both candidates and employers is not only a trend that is growing in popularity but one that will be damaging for all in the long run. As you move through your career, you never know if you will meet again in the future. Whether you end up colleagues or crossing paths as clients, your past ghosting could be remembered and potentially damage any working relationship. By communicating your decisions now, you’re protecting yourself and your company’s future professional reputation.

So, what can you do when phoning each individual candidate is not a viable option?

The answer is to automate the process by getting your recruitment software to send out a polite and respectful rejection letter via email. By automating the process, you’re communicating clearly with each applicant, allowing them to move forward with their job search while maintaining a positive opinion of your business. After all, they took the time to respond to your job advert and attend interviews – the least you can do is give them the time with a simple email letting them know your decision.

Reach can keep your candidate communications on track with our recruitment technology. Fully branded and personalised regret emails can be automatically triggered to unsuccessful candidates at any stage of the recruitment process – on time, every time. Our applicant tracking software help you to remain professional, maintain a positive reputation, and deliver a positive candidate experience. Give us a call on 01527 574408 to discuss your needs.