It’s happened to everybody: you think you’ve made a connection, everything is going well, you reach out to seal the deal and then... crickets.
Because of unprecedented labor demands, employers are being ghosted by potential employees who now tend to have multiple offers and are ditching some potential employers for something better. But there are steps employers can take to ensure they aren’t left hanging, says Jennifer Donnelly, senior vice president of organizational effectiveness at Segal. Much of it comes down to reviewing and amending your hiring process.
“In the past, there was probably more ghosting done on the part of the employer, because they had the luxury of having a lot of applicants and didn't need to have really tight hiring processes in place,” Donnelly says. “But over the last year, the labor shortage and all of the dynamics within the workplace has shifted where you’re seeing it more from the applicant, because they have options now.”
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If an employee has to jump through too many hoops, or has to wait weeks before they hear back about a second round interview or whether or not they got the job, the easiest thing for them to do is simply move on to the next company.
“Employers haven't modified their own practices,” Donnelly says. “Those that are really paying attention to that and being very transparent, engaging and communicative during the hiring process fare better in terms of ghosting.”
Donnelly has come up with three tips employers can utilize to keep candidates and new hires from disappearing into thin air.
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First, make sure potential employees feel like they matter.
“Show respect for prospective employees’ feelings and time,” she says. “Don’t let the hiring process lag on for weeks. Make the process easy to navigate and engage job applicants early and often. Transparency is key.”
Second, revamp your onboarding process. Just because you hire someone doesn’t mean they will feel obligated to stay, even if they have only been there for a few months. Ghosting isn’t limited to the hiring process, as new employees may head for the door sooner than expected if they feel it’s a better opportunity.
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“Be welcoming and make a concerted effort to integrate new employees,” Donnelly says. “Due to staffing shortfalls, many managers aren’t dedicating resources to properly onboard new hires. Providing robust mentoring in the first 90 days can prevent new people from feeling overwhelmed and jumping ship when another offer comes along.”
Third, be sure to create a compelling environment.
“Pay and benefits are important, but don’t overlook the importance of your company culture,” she says. “Know that remote and flexible work options are in high demand and make a difference in attracting and retaining good talent.”
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If employers want to stay on a candidate’s radar, they’ll need to put in the effort to revamp some old practices and adapt to the needs of the talent pool they are recruiting from.
“Candidates are looking at your overall process and timeline,” Donnelly says. “A lot of organizations have a lot of levels and steps and a lot of complexities in their interview and hiring process, but they don’t have the luxury of time anymore. Streamline the process and make sure you're not losing great candidates because you’re just taking too long.”
