How do you handle candidate ghosting without burning bridges?

Handling candidate ghosting without burning bridges involves reaching out with a polite and understanding follow-up message to inquire about their status. Express appreciation for their interest and offer flexibility in case they need more time. Maintain professionalism and keep the communication positive, leaving the door open for future opportunities. Document the interaction and focus on preserving a respectful relationship for potential future engagements.

It's so disappointing when you develop a relationship with a candidate and then they disappear. I always follow up with them and let them know that if they're not interested in the role, to let us know and we'll work with them as other opportunities come in. If they disappear and don't respond back, I've learned to let it go and to move on to the next candidate.

Dealing with candidate ghosting is a delicate task, and based on my experience in recruiting, I've found a few strategies to understand the reasons behind it and handle the situation without burning bridges. Instead of making assumptions, I reach out to the candidate with a friendly and understanding tone. I acknowledge that circumstances can change, and I express a genuine interest in understanding their perspective. Understanding that candidates may have various reasons for ghosting, I avoid making it a negative experience. I strive to maintain a positive and professional demeanor in all interactions. This helps in preserving the relationship and leaves the door open for potential future opportunities.

Handling candidate ghosting without burning bridges requires a thoughtful approach. When a candidate goes silent, I first reach out with a friendly, non-confrontational message, expressing my continued interest in their application and inviting them to share any updates. I ensure my tone is supportive and understanding, acknowledging that circumstances can change. If they respond, I take the opportunity to gather feedback about their experience, showing that I value their perspective. Regardless of the outcome, I maintain professionalism, leaving the door open for future opportunities. By fostering a respectful and empathetic dialogue, I aim to preserve the relationship, ensuring candidates feel valued even if they decide to disengage.

Analyze Patterns: Look at when and why ghosting occurs. Is it after the first interview, or during the offer stage? Understanding the stage where candidates ghost can give insights into potential issues in the process. Seek Feedback: When possible, try to gather feedback from candidates who disengage. An anonymous survey or a polite follow-up email asking for feedback can help you understand any issues in the process or offer.

I create a non-confrontational space for them to share their thoughts. This could involve sending a follow-up email or leaving a voicemail, emphasizing that I value open communication and would appreciate any feedback they're comfortable providing. If a candidate does respond and provides reasons for their ghosting, I listen actively and without judgment. This feedback can be valuable for identifying areas of improvement in the recruitment process or understanding external factors that may have influenced their decision. In cases where the candidate remains unresponsive despite my efforts, I still keep the lines of communication open.

Try your best to lead with empathy whenever any part of the interview process breaks down. I think too often on both sides of this process (the candidate and the employer) tend to think the worst of each other. Which quickly leads to a disconnect. If you can bring forth some flexibility and some understanding and meet your candidates where they're at, they will most likely become a champion for your brand. But if you're rigid and you lack understanding, it's an easy way to not only miss out on that top hire but any other top hires they know as they may actively encourage them not to apply for your company.

Maintain a Talent Pool: Keep a list of backup candidates in case your top choice ghosts. This reduces the impact of ghosting and ensures the process continues smoothly. Overcommunicate at Critical Stages: During the offer stage, where ghosting can be most detrimental, maintain more frequent communication to keep the candidate engaged.

If you're getting ghosted by the small number (or only) qualified candidates that you have in the pipeline, it may be time to look at your process as a whole and where you may have bottlenecks preventing qualified candidates from engaging with your position. Is your job posting compelling and exciting? Is it hooking good candidates to engage? Is there enough of a human touch in your communication and outreach? Or are you simply just sending out all the automated emails from your HRIS systems? Are you losing candidates after an HR screen call or after they talk with a specific hiring manager or decision-maker? Could those people use more coaching in creating a more warm and welcoming candidate experience?

Maintaining perspective when faced with candidate ghosting is key. It's natural to feel disappointed, but it's important not to internalise it. Ghosting isn't a reflection of your abilities as a recruiter or manager, nor is it a personal affront. Recognising it as a widespread challenge in the recruitment industry helps to keep composure and avoid burning bridges. By staying focused on maintaining professionalism and understanding the candidate's circumstances, you safeguard your confidence and preserve your employer brand.

It's quite easy to feel slighted when a candidate ghosts you...especially one who is a strong contender for the job. I try not to take it personally or view it as a personal rejection. Maybe they found a better fit, had a family emergency, or life got busy. Really, It could be anything. Instead, I focus on maintaining professionalism, sending polite follow-ups, and keeping the door open for future opportunities. This way, I preserve my reputation and leave a positive impression even in challenging situations.

Stay Professional: Understand that ghosting is often not a reflection of your process but rather external factors affecting the candidate. Maintaining professionalism ensures that you leave the door open for future opportunities. Thank Them Regardless: If a candidate eventually responds, thank them for their time and express an interest in staying in touch for future roles. This can help in keeping the relationship positive.

Management expert Peter Drucker said "What gets measured gets managed." And this is all the more true when it comes to your hiring practices. Being able to look at the data analyze it and make corrective actions is going to allow you to quickly recover from a poor hiring experience. And develop an organization that has a continual full pipeline of excited and talented candidates knocking down your door to come work with you!

This topic should be replaced by….. ‘What are candidates supposed to do when they are ghosted - after submitting an application or even an interview - by a recruiter?’

In my experience, you invite more ghosting in your process if your application process has too few or too small barriers to entry. Experiment with requiring specific kinds of cover letters or applying via email with a very specific subject line. This will help weed out those who are simply just easy or quick applying and help identify those who have higher attention to detail and who may be more invested in your specific job versus the hundreds of others online.