When we think about “ghosting” in the recruitment world, it often refers to candidates being “ghosted” by employers after applying for a position. However, the reality is that job applicants frequently ghost employers. Over a quarter of employers have experienced new recruits not showing up, and over half of new staff resign within weeks of joining a company. This blog will shed light on candidate ghosting, provide statistics behind this phenomenon, and explore solutions companies can implement to address it.
Understanding Candidate Ghosting
“Ghosting” is a term increasingly used in both professional and personal contexts. In recruitment, it refers to candidates suddenly stopping all communication with an employer, often without explanation. This behaviour is not just irritating and rude but also causes significant implications. Early turnover (employees leaving within twelve weeks of starting) incurs substantial costs and disrupts business operations.
The Numbers Behind the Phenomenon
According to the CIPD’s Resourcing and Talent Planning Report 2024, 84% of companies tried to fill vacancies in the past year, but 64% faced difficulties attracting talent. The demand for well-qualified talent is rising, creating a vicious cycle where companies struggle to find ‘good’ talent, candidates seek ‘good’ companies, and both parties ghost each other.
From a candidate’s perspective, 33% cut contact with employers due to poor interview processes. An interview is a crucial opportunity for both parties to present a realistic yet admirable version of themselves, and candidates expect to be treated with respect throughout the process.
Additionally, 29% of candidates ghost employers because they receive more attractive offers elsewhere, highlighting the importance of offering a fair and motivating salary and experience. Significantly, 23% of candidates do not respond to offers or interviews because the job role or company culture does not align with their expectations. Candidates want transparency and honesty, not unrealistic promises.
However, ghosting goes both ways. While candidates should not ghost employers, it is equally important that employers do not ghost potential candidates. 45% of job seekers report being ghosted after an initial conversation with a recruiter, which is higher than the percentage of businesses that have been ghosted. Providing a clear and transparent process for candidates is imperative, as a lack of feedback can lead to a lack of confidence and applications, exacerbating the struggle to attract qualified talent.
Strategies to Combat Candidate Ghosting
Candidate ghosting significantly impacts businesses. Recruitment costs increase when there is no feedback from candidates or when they do not show up after being hired. Operational disruptions occur as teams balance the workload of an absent employee. Candidate ghosting also damages the employer brand, leading to negative perceptions among potential hires and reducing the pool of qualified applicants.
To address this problem, companies should focus on communication. Proper communication makes candidates feel valued and helps them develop their job-seeking skills, even if they do not get the role. Setting clear expectations and streamlining the recruitment process can reduce candidate ghosting, as candidates will understand the process better.
Companies can also use tools to combat this issue. Utilizing AI in the hiring process to automate time-consuming tasks, anonymizing candidates to remove bias, and adopting a skills-based hiring approach can ensure mutual respect between candidates and companies.
Conclusion: Building a Better Recruitment Process
Candidate ghosting is a growing challenge in the recruitment world, affecting both employers and job seekers. By understanding the reasons behind this phenomenon and implementing effective solutions, companies can reduce the occurrence of ghosting. Clear communication, setting realistic expectations, and leveraging technology are key strategies to create a respectful and efficient hiring process. Addressing candidate ghosting not only improves recruitment outcomes but also enhances the overall employer brand, attracting and retaining top talent in the long run.
