The Haunting Impact of Ghosting in the Hiring Landscape

In today's digitally connected world, the phenomenon of "ghosting" has expanded from the realm of social media and dating apps into the professional environment. According to a recent survey by NYC tech company Greenhouse, a staggering 67% of U.S.-based job applicants have been ghosted by potential employers following a job interview, while historically underrepresented candidates face an even higher incidence. This isn't just a snub—it's an alarming trend with consequences for both candidates and companies, and something we’ve been hearing a lot about lately in our line of work.

While employers are sometimes spotlighted as the main culprits of ghosting, it's important to note that both sides share the blame. According to research conducted by Indeed a few years ago, nearly 83% of employers report having been ghosted by candidates at some point, while 65% of that group say a candidate had even accepted a job offer and no-showed on their first day. To this, we say BOO to ghosting, and are here to offer a few impactful, yet minimal commitment, suggestions to avoid doing it:

• Prioritize transparency: If you decide that the job opportunity is not aligned with your career goals or personal values, it helps to communicate that directly. A direct email or LinkedIn message not only displays professionalism but also closes the loop respectfully.
• Communicate timeframes: If you're still weighing your options, let the recruiter or hiring manager know about your need for additional time to make an informed decision. This keeps the lines of communication open and shows you're still engaged.
• Provide referrals: If the role just isn't the right fit for you, suggesting another qualified individual can be a constructive way to decline the opportunity.

In the era of automation, where convenience is king, the "click-to-apply" feature on job boards seems like a great idea, but it's a double-edged sword for hiring managers. One click, and you're flooded with applications, though data shows only about 18% ever catch the hiring manager's eye . What results is a buried hiring manager and a backlog of applications that takes ages to sort through, and that delay isn't doing any favors for candidate enthusiasm or getting a leg up on competition.

It's also a perfect storm for ghosting. Managers swamped with too many applications might just not get back to people quickly enough, which isn't a great look for the company and leaves the door open for candidates to apply elsewhere. Effectively balancing this easy-apply technology with the human side of hiring—maybe through smarter applicant tracking software, using AI for shortlisting, or even working with specialized recruiters like Global Recruiters of Denver—is key for a hiring process that's both efficient and respectful of everyone’s time.

Unfortunately, around 97% of job applicants are not converted into hires , according to a recent recruiting case study. Rather than leaving some likely qualified candidates in the dark, companies could view them as an invaluable resource. Here are some practical tips for organizing past applicants into a database:

• Categorize by skillset: Create different folders or tags to group candidates by their primary skills. This makes it easier to find a fit when a role requiring a specific skill set opens up.
• Rank by interview performance: If candidates have previously gone through interviews, keep notes and rank them. This provides a quick reference for who to contact first for similar roles.
• Time-stamp applications: Mark the date when a candidate last applied or was last in touch. It helps to prioritize candidates who have shown recent interest in your company.
• Segment by job type: Divide candidates based on the type of roles they've applied for—entry-level, full-time, managerial, etc. This speeds up the search when a new position becomes available.
• Engage in regular follow-up: Set reminders to touch base with candidates at regular intervals. This could be to share company updates, industry news, or potential job openings, keeping your company top of mind.

Maintaining these candidates in an organized database for future openings is just one example of proactive hiring strategies. Engaging them through talent communities, like LinkedIn or a company social media page, can foster long-term relationships, keeping your organization at the forefront of their minds for future career moves.

Ghosting, whether by companies or candidates, can damage reputations and undermine the hiring process, especially in nuanced industries like P&C insurance. Transparent and respectful communication is crucial for all parties involved, and it's key to building strong teams. At Global Recruiters of Denver, our vetted network of top talent and dedication to fostering a more intentional hiring process can help navigate these challenges, creating a win-win situation for employers and candidates alike.