Job candidate “ghosting” is a term used to describe a situation where a job candidate abruptly stops responding to communication from a potential employer after an interview or during the recruiting and hiring process. “Ghosting” can be frustrating and disruptive for recruiters and hiring managers, leading to a waste of time and resources.

Below are seven ways to prevent job candidates from “ghosting”:

#1—Set clear expectations and timelines.

Clearly communicate the expected timeline for the hiring process, including when candidates can expect to hear back from you after an interview. Providing candidates with a clear idea of the process and what to expect can help reduce anxiety and uncertainty, making them more likely to stay engaged and responsive.

#2—Maintain open communication.

Maintaining open communication with job candidates throughout the hiring process can help build a relationship and increase their investment in the process. Regular communication can also help prevent candidates from feeling “left in the dark” or uncertain about the status of their application. Be proactive in communicating updates or changes in the process, and be responsive to candidate inquiries or questions.

#3—Use automated reminders.

Using automated reminders can help keep candidates engaged and prevent them from forgetting about upcoming interviews or deadlines. Automated reminders can be sent via email or text message and can be set up to remind candidates of upcoming appointments, deadlines, or next steps in the process.

#4—Provide a positive candidate experience.

Providing a positive candidate experience can help build a strong relationship with candidates and increase their investment in the hiring process. A positive candidate experience can include things like clear and transparent communication, timely feedback, and a friendly and professional demeanor. Candidates who feel valued and respected are more likely to stay engaged and less likely to “ghost.”

#5—Be flexible with scheduling.

Candidates may have busy schedules and conflicting priorities that make it difficult to stay engaged in the hiring process. Being flexible with scheduling can help accommodate candidates’ needs and make it easier for them to stay engaged. Offering alternative interview times or virtual interviews can help make the process more convenient for candidates and further reduce the likelihood of “ghosting.”

#6—Follow up promptly.

Following up promptly after an interview or communication with a candidate can help to keep them engaged and interested in the process. Timely follow-up can also help prevent candidates from feeling neglected or uncertain about their status. Communicate next steps and timelines clearly and follow up when you say you will.

#7—Don’t take it personally.

Finally, it’s important not to take it personally if a candidate “ghosts” during the recruiting and hiring process. Job candidates may have a variety of reasons for not responding, including accepting another job offer, personal circumstances, or a change of heart. Rather than getting frustrated or upset, focus on the candidates who are engaged and responsive, and continue to move the process forward.

Contact The Doepker Group today to find out how we can help your organization!