When a Candidate Ghosts the Interviewer?

When a Candidate Ghosts the Interviewer: A Common Challenge in Recruitment

In the world of recruitment, there's a phenomenon that's become increasingly common and, frankly, quite frustrating for employers and interviewers alike. It's called "ghosting," and it happens when a job candidate simply disappears on the day of their scheduled interview.

Ghosting isn't exclusive to dating; it has found its way into the professional realm, leaving HR professionals and hiring managers perplexed and sometimes even irritated. So, why does this happen, and what can employers do about it?

Understanding Ghosting in the Interview Process

Ghosting during the interview process typically occurs when a candidate, who has expressed interest in a job, suddenly goes silent and doesn't show up for their scheduled interview. This behaviour can be baffling, especially after investing time in reviewing applications, conducting initial screenings, and setting up the interview.

Why Candidates Ghost Interviews

There can be several reasons why candidates choose to ghost interviews:

1. Multiple Opportunities: In a competitive job market, candidates often apply for multiple positions simultaneously. If they receive an offer from another company before your interview, they might choose to pursue that opportunity instead.
2. Lack of Interest: Some candidates may have initially shown interest but had second thoughts about the role or company after learning more about it. Rather than declining the interview, they opt for silence.
3. Fear or Anxiety: Job interviews can be nerve-wracking, and some candidates might become overwhelmed with anxiety, leading them to avoid the situation altogether.
4. Communication Breakdown: Sometimes, logistical issues or miscommunication can lead to interview no-shows. Candidates may assume the interview was rescheduled or cancelled when it wasn't.

Addressing Ghosting as an Employer

While ghosting can be frustrating, it's essential to handle these situations professionally:

1. Follow-Up: After a candidate misses an interview, send a polite follow-up email or make a phone call to inquire about their absence. There might be a valid reason for their no-show.
2. Maintain a Positive Image: How you handle these situations reflects your company's professionalism. Keep interactions respectful and courteous, even if the candidate's behaviour is disappointing.
3. Adjust Your Process: Consider refining your recruitment process to minimize the chances of ghosting. Clear communication and realistic expectations can help.
4. Stay Flexible: Life happens, and sometimes candidates genuinely can't make it to an interview. Offer to reschedule if necessary, but make sure to gauge their commitment.

In conclusion, ghosting during the interview process can be frustrating, but it's essential to remember that candidates have their reasons for their actions. As employers, maintaining professionalism and adapting your recruitment approach can help reduce the chances of ghosting and improve the overall candidate experience.