Candidate Ghosting?-How to Keep Great Candidates Engaged in the Interview Process

Quick tips on keeping great candidates engaged so you can hire the best!

A great candidate applies but does not respond to your request for an interview. How do you engage with the candidate and in the loop?

A Quick Guide:

You place your advertisement on Monday. On Monday afternoon, several candidates apply the first day and they are not local or their skills are not matched. Tuesday, you start your day and voila! The perfect resume comes over. You upload the resume to your tracking system and call and email the candidate. No response. More resumes come in. They are not relevant. It is Wednesday and you have still not heard back from the super-star candidate that applied on Tuesday. What to do???? You have called and emailed again, twice. You don't want it to get creepy but the candidate looked perfect for your position!

1. Maintain Professionalism

If you thought the candidate was perfect, so did everyone else! The candidate is inundated with response to their resume and also working at their current job. Be professional and do not pepper the candidate with follow up, but follow a gentle cadence to stay top of mind.

2. Follow-Up on the job board platform and text

Email the candidate through the job board platform to schedule an interview. This is a quick way to cut through the noise for the candidate. Every other company is going to email the candidate to the email on their resume. If you send the candidate an email through the job board platform with a catchy (non-cheesy) subject with a call to action, there is a strong probability that you will hear back from them. A non-cheesy subject might be: "great career is right around the corner! When can we discuss?" Also, texting with a similar message, once.

3. Set Clear Expectations that working with your company will be easy for the candidate (and make sure it is)

In your messaging, let the candidate know that your process is seamless and easy for them. Outline a quick recruitment process timeline and response expectations during your initial communications. This helps manage expectations and reduces misunderstandings.

4. Use Multiple Communication Channels

If you are still not hearing back, connect on LinkedIn. Then, use Linkedin messages. Different people have different preferences for communication.

5. Be Sensitive to a candidate's busy schedule

Acknowledge that job searching can be stressful. Express understanding and a willingness to accommodate their schedule. This empathetic approach can encourage re-engagement.

6. Promote Your Company’s Strengths

Why is this candidate a great fit? Why would a great candidate want to work for your company? Candidates gravitate to:

- Interesting work: Emphasize the cutting-edge technologies and innovative projects they will be working on.

- Career Growth: Mention the opportunities for professional development within your organization.

- Company Culture: Share insights into your company culture, team dynamics, and work environment.

- Employee Benefits: Highlight competitive salaries, comprehensive benefits, flexible working arrangements, and any other perks.

8. Not Everyone Will Respond

If a candidate remains unresponsive, it's important to move on. Keep a record of such candidates and consider reaching out for future opportunities.

Take-Aways

Think about it from the candidate's standpoint. The candidate may have been contacted by a company that is making a compelling career case for them. What is your value proposition? Stay in the game because things can change. Always be professional and respectful but provide value.