Ghosts & Ghosting

One of the biggest frustrations in recruiting

Later this month we will see children going from door-to-door saying, “Trick or Treat”. Many will be dressed in traditional costumes suggesting they are “ghosts”. We can all agree these are often cute, adorable ghosts. Also this month there will be many “ghosts” taking part in another ritual - the act of searching for a new job or for talent to fill an open position.

Once October ends the first type of cute, adorable ghosts will disappear, not to return until next October. They second type of ghost will continue to appear and will even add to their numbers in the coming year.

Every recruiter has probably felt the disappointment when a leading candidate suddenly vanishes from all forms of contact. But we are not just talking about job applicants ghosting a perspective employer, we are also looking at companies that “ghost” the applicant they interviewed.

As much as recruiters complain about being ghosted, they are actually more likely to ghost a candidate.

According to the 2024 Greenhouse Experience Report, 52% of those looking for a new position have been ghosted by the prospective employer during the interview process. As high as this number is, it is actually an improvement over the 67% ghosted in 2023 according to last year’s survey. In fact, only 4% of the 6,500 companies taking part in the survey contact all applicants to close the loop and 13% ghosted more than 50% of those having interviewed with them.

Here are the most common times the ghosting by the hiring company occurs:

• 24% after the initial conversation
• 23% following the first interview
• 12% following an assessment or other assignment
• 12% following the final interview

Employees and candidates learn about an employers through the actions of the employer. For example, when separating from a company that generally terminates people without notice, which is often necessary for a variety of great reasons, find their employees are more likely to resign without giving notice. On a broader basis, those seeking new positions have learned that ghosting is acceptable because employers are ghosting so regularly.

Ghosting has a negative impact? on the image of a company. Brian Miller, CEO of the executive search and management recruiting company Patrice & Associates, encourages their franchisees to close the loop with candidates, even if necessary because of employer ghosting, in order to protect the image of the franchise and their clients.

CONTINUED BELOW

Recruiting firm closes 100% of applicant loops

Free client service

Patrice & Associates of Rochester Hills closes the loop on all candidates for applicants not suitable for a client and for the client that does not want to move forward for them. It is important to do so in order to protect the client’s brand image as well as their own image. This is another service they provide at absolutely no extra charge to a client. Contact rweaver@patriceandassociates.com to learn more.

How to Reject a Job Applicant

Video of the Month

This month’s video highlight looks at “How to Reject a Job Applicant”. Produced by Jotform, it addresses the unpleasant task of telling an applicant you are not moving forward with them.

About this monthly publication

“ATTRACTING STARS” is edited by Rick Weaver, a Patrice & Associates franchisee with over 200 recruiters working across the United States and Canada. contact him by calling 248-802-6138 or via emailing rweaver@patriceandassociates.com.