Candidates: Why Ghosting can cost you in the long term.

There is no way of ignoring it. Recruiters both in-house and external are experiencing it. Candidates, once eager, and enthusiastic, communicative and chatty get a second interview or a job offer and suddenly and with no warning, ghost you.

There is nothing more frustrating for the hiring company who have spent time with you and who genuinely want to offer you a job, than a candidate who receives an offer then stops communicating with no explanation. The hiring company are confused, anxious, concerned and frustrated. Then they are annoyed that their time has been wasted.

After the "I hope they are OK" initial reaction, 3 days later its "This behaviour is really rude and I don't think I would now employ this candidate. Its not the right person we want in our company"

As a candidate you now have a black mark against yourself, stored against your name on the company system . You will have burnt the bridges with that organisation. Its very shortsighted, especially in the property industry where throughout your career you may come across the company several times. In this industry it all about people. People also move around, so remember the person you ghosted could easily be your next boss!

My advice. Don't do it. Simple communication is all that is required here.

For hiring companies - why is it happening?

The main explanation for the upsurge in ghosting is that workers simply have more choices today. In the current hiring market, companies are struggling to fill vacancies while skilled candidates are often fielding multiple job offers. Some job seekers aren’t worried about burning a few bridges along the way toward finding a position they really want.

We live in an instant world. Candidates have several interviews and as there is a shortage of great talent will have competition after them - so how can you avoid ghosting?

1) Streamline your hiring process.

Other employers are likely also speaking to your perfect candidate, so you need to be prepared to move fast. Most employers who missed out on a potential hire in the last year pointed to taking too long to make an offer as the reason for the failure.

So, make a point to interview top candidates right away.

2) Make the initial offer one that they can’t refuse.

In this fiercely competitive hiring market, you cannot rely on good post offer negotiation. If other offers are on the table you may lose out on a potential hire if the salary offered doesn't meet the candidate’s expectations.

Final word for candidates

I send out CVs to companies who years before they have had an interview and the noes are readily available - good and bad! Recently I sent a candidates CV off for a role. The hiring manager said

"I used to work for X company, and this person applied, then after offer ignored us. We lost other good talent waiting for this person to come back to us. No, I dont want to see this candidate thank you they simply don't have the integrity we require".

Please dont be that candidate.

Communicate politely and effectively. Its OK to refuse an offer - no one will hold it against you.