Anyone who has used a dating app knows about ghosting. The phenomenon refers to situations where someone you’ve been communicating with cuts off all communication without warning.
Ghosting isn’t just happening in the dating world, however. As you hire new employees, you might end up getting ghosted, too.
This is the first part of a two-part article. Read part two exclusively at our new sister magazine, salesandtalent.com.
A recent survey found that candidates ghost when they accept another job (30%), don’t hear back from a company (23%), or realize the role isn’t a match after all (19%).
In this article, we’ll take a closer look at each of these common reasons for ghosting. You can use this article to learn why ghosting happens – and how to reduce its effects on your business.
Your Competitors Want to Hire Your Candidates
With unemployment low, recruiters are experiencing a job seeker’s market. Candidates can afford to be selective about where they work. Companies have to work harder than ever to hire the talented workers they need.
Your competitors are aware of this, too. As you hustle to hire the best engineers, sales experts, marketers, and more, your competitors might be a step ahead. If another company makes a compelling offer first, you might never hear back from a candidate again.
To prevent this scenario from playing out, take a look at your current recruiting cycle. There are two key factors that impact how you stack up to your competition: speed and differentiation.
According to Recruiting.com, hiring managers must, “Act quickly and differentiate your company, or your competition will beat you to it!”
If you take a long time to make hiring decisions – one month or more per candidate – you should streamline your process. For example, try reducing the number of decision-makers involved in the process or investing in software that manages your talent pool.
Once you’ve streamlined your process, hone a clear message about what sets you apart from candidates.
Whether your company has a distinctive culture, is committed to a social cause, or has the best technology around, you should emphasize your strengths when communicating with candidates.
About the Author
Michelle Delgado is a senior writer at Clutch, a B2B ratings and reviews platform in Washington DC. She covers recruitment and human resources.