Tip #1: Remember to humanize the process!
For Aaron Gonsalves (Global head of talent acquisition), empathy is critical.
Ghosting is frustrating, but remembering that job applicants are people with their own set of circumstances is vital. Was there a family emergency or sudden job offer they couldn’t refuse? In this fast-paced world, anything is possible!
Aaron suggests politeness and persistence, followed by an objective analysis of the process to pinpoint any flaws that might have contributed to the ghosting.
Christine Turner, another senior in the field, emphasizes that building a solid personal connection and strong candidate communication can dramatically reduce ghosting incidents. She urges recruiters to think beyond their job titles by building rapport for more meaningful relationships with candidates.
Having a personal connection makes it harder for candidates to simply drop off the radar and leaves a positive and lasting impression in their minds.
Finally, it’s important not to let your unconscious bias take over and avoid misjudging the candidate because we’re all humans with hectic schedules!
Tip #2: The assertive approach
On the other hand, some recruiters propose a more assertive strategy. Derek Unnasch believes in directly addressing the situation.
He sends out a message acknowledging the candidate’s lack of response and states his intention to move forward with other candidates unless they’re still interested. This approach allows the candidate to re-engage while allowing the recruiter to maintain control over the process.
Ultimately, if a candidate still does not respond to your offer, despite re-engaging with them, it’s time to close the chapter and move on.
Tip #3: Proactive prevention
Some experts, like Faye Spruce, prefer to avoid candidate ghosting altogether by investing in a thorough understanding of who they’re dealing with. By delving into the candidate’s motivations, commitments, and upcoming life events, recruiters can often detect early signs of a potential ghosting incident.
If a candidate seems enthusiastic about the role from the beginning and responds on time, you’re more likely to expect positive results.
Establishing regular check-ins can also help in reducing the candidate ghosting phenomenon. Faye advises recruiters to work on constant communication and build trust. Once the rapport is vital, candidates are less likely to cut off contact abruptly.
Tip #4: Overcoming candidate ghosting with resilience & forward-thinking
Even with the best-laid plans, ghosting can still occur. So, how should recruiters respond when it does? For Aaron, resilience is key.
If a candidate who seemed like a perfect fit ghosted you, don’t give up right there! In an age of multiple social media channels, recruiters have the liberty to reach out to their candidates via LinkedIn messages, email, and so many other places. So if you’re not getting noticed through email, maybe try re-engaging with your candidate through a different medium.
But remember not to take ghosting personally and always strive to maintain a friendly, open line of communication with candidates.
Avoid dwelling on ghosting, but remember to hold yourself accountable and introspect if any mistakes may have led to the candidate’s disappearance.
While ghosting can be a chilling experience, it is definitely not a dead end for hiring!
By approaching candidates with empathy, maintaining open lines of communication, and ensuring regular check-ins, recruiters can mitigate ghosting and maintain healthy, productive relationships with their candidates.
Despite the frustrations, the recruiting world continues to spin, and there’s always another opportunity just around the corner.
Want to learn more about what these talent acquisition experts have to say about candidate ghosting? Watch the entire video for more insights!
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