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How best to avoid candidate ghosting

After weeks of interviews, phone calls and internal meetings you’ve finally found the perfect candidate for that key role. You make the offer official and start planning their onboarding. And then – SILENCE. You never hear from them again and are left with the agonising prospect of starting your search afresh.

The term ‘ghosting’ originated in the dating world but over the years the practice has slowly migrated to the professional. It can be disheartening, but there are steps you can take to minimise the chances of it happening to you!

Stand out from the crowd

At a time when applications can be as simple as clicking a button, many candidates cast a wide net. With this in mind, it has never been more important to make a great first impression and stand out. If an applicant has applied to multiple jobs, you want to make sure that your company is the one that really catches their eye and sticks in their mind. Take pride in your employer branding and focus on building a beautiful career site that really gives the candidate an insight into what it’s like to work at your company.

A recent study by LinkedIn found that an astonishing 75% of jobseekers research an employer’s brand before they consider applying.

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Try and keep it short

Lengthy recruitment processes are always best avoided and can lead to candidate ghosting. The top talent are often simultaneously interviewing for multiple roles and sometimes time can be the deciding factor. If another company is willing to make an offer after two interviews and you have invited them for interview number four, they may decide to take the other role. Naturally, it’s important to ensure you hire the right person for the job. But it’s also important to be wary of unnecessary stages in the process and taking too long.

Communication (don’t over-automate!)

From the candidate side it can be very frustrating when communication from an interviewer is poor. If you have failed to keep a candidate informed over the course of the interview process, they may feel inclined to return the favour by ghosting you. On the other hand, it’s best not to send too many automated emails. That’s not to say automation shouldn’t be used – it can be incredibly useful, and often necessary, for saving time. However, showing some personality and empathy can go a long way, especially when candidates have progressed past the initial stage.     

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Clear and concise job specs

It should always be clear to candidates from the start what is required of the role being advertised. Job specifications that are ambiguous or unrealistic are always likely to result in candidate ghosting. If after several rounds of interviews it becomes clear to an applicant that the role advertised bears no resemblance to the one you’re offering them – they’re probably going to reject it. While it’s good to be transparent in terms of the smaller, less glamorous tasks they may be responsible for, be sure to inspire and highlight the exciting aspects of the job as well.

While candidate ghosting is certainly a troubling development, it doesn’t have to negatively impact your recruitment. By focusing on the candidate experience, maintaining good communication and striving to stand out from the crowd, you can build relationships with candidates and reduce the risk of ghosting 👻.

To find out more about a dedicated career site to showcase your employer brand, book a demo with Teamtailor today.

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