If competing with other organizations amid a talent war wasn’t enough to deal with, here’s another dilemma that’s birthed from it:?candidates ghosting employers.?Yup. It hurts just as much. You put so much time and effort into the initial hiring process, so what went wrong?
Maybe it’s them and not us??Or is it us and not them?
The truth is that candidates have more control over recruitment than anyone else at present. 48% of candidates stopped communications early in the process, 46% did not show up for a scheduled interview, and staggeringly 7% did not show up on their first day of work. (source:?Indeed)
5 Ways to Ensure Your Candidates Stay Put
What’s the candidate experience like at your end? Here are a few tips for you to see if you’re missing out on anything.
Go Candidate-Recruiter Relationships!
- Let’s face it, we’re all guilty of not reaching back to our applicants until we get word from the hiring managers if we are to call them back or not. Yes, it’s a bit of a confusing situation, but the ultimate point of contact for the candidate is the recruiter who must find ways to keep them engaged and aware of which stage of the process they stand-in. This would help them feel like they are not a part of a numbers game, which in turn, boosts their confidence in you.?
- According to data from the?Human Capital Institute, 60% of job-seekers ghost employers because the process is overly complicated or time-intensive. A recurring problem while refining our candidate experience is time-consuming applications. They are most likely to give up on you just because you might have asked one too many questions. Keep your applications brief. Period.
- Many candidates have other options they are exploring, and chances are that they won’t tell you if they’ve got a counteroffer from their current employer or that you may not be their first choice. It is better to establish that you would rather take bad news than no news at all as this helps in not wasting time and money for both parties.
- According to?Gartner, 40% of Generation Z employees regret accepting a job offer.?Job-seekers apply to multiple job openings. People are eager to land something quick; hence they end up going with the option that reached out first. Yes, they do regret it when something better comes in a little later than expected, but it also hurts you, to have lost a good contender for your company. So pull up the finish line, and make sure to keep the hiring process as quick as possible.
Don’t Miss the Warning Signs
- Does the applicant seem to be more critical than excited? Are they failing to submit the onboarding paperwork on time? What about responding to your follow-up emails? Keep an eye out and if you get a sense that this may not end up going where you thought it would shoot them a friendly email or message asking them if something’s changed so that you are fully aware if you should keep knocking at their door, or not.
Candidate experience is more important than ever, now that job-seekers are the ones judging you, and not the other way round. The five tips above are the basics of what to get right and a great place to start.
Hiring a star takes work, if it takes a couple more coffee breaks, so be it!??
