Ghosting isn’t just a term for Gen Z anymore. It’s a very real, very frustrating part of the new-age recruitment in the year 2022…And it hurts.
With unemployment at an all-time low, candidates can choose where, when and how much they’re willing to sacrifice for work they enjoy. Not only are candidates (the good ones) officially in the driver’s seat, but they’re also standing their ground on non-negotiables, like vacation time, PTO, work from home, and especially, salary.
And they’re not taking any [email protected]!# from anyone.
Why Are Solid Candidates Ghosting You?
Ghosting has become a real drag for hiring managers and recruiters alike, with nearly two-thirds of businesses reporting that ghosting is a real concern.
So what the heck is going on?
Your Process Lacks Structure
Hiring should be clear, concise, and systematic. A clear process helps to keep the team, and potential candidates know what to expect and when. A highly structured Applicant Tracking System (ATS) can help make successive planning hiring as seamless and as structured as possible. An ATS system can also set up automated emails that scream organized professionals to candidates, with clear communication and defined processes.
Not Staying Engaged
Hiring trends show that top recruits are off the market in as few as ten days. Using the support of an ATS to filter out candidates that won’t work, managers can focus on the qualified candidates and take immediate action to engage them.
Hiring managers must act with urgency to get candidates’ attention, lock in the next steps, and start the interview process as soon as possible. Have a hiring manager pick up the phone and call the candidate ASAP, acting as the first line of defense against any immediate red flags that might eliminate this candidate from the runnings.
You’re not being transparent.
Talk to candidates about the hiring process, anticipated timelines, hiring numbers, what the role really entails, salary, and what they can expect from the work environment.
Be honest and upfront about multiple interviews, assessments, references, and considerations so that candidates can be realistic and organized. This may also help thin out candidates that have exaggerated their abilities or experience, further narrowing the search.
The Job isn’t as described.
Almost 72% of hiring managers say they are giving clear, concise, and accurate job descriptions, while only 36% of candidates say they feel that to be true. A huge disconnect. Job descriptions should list all major considerations and caveats for candidates in advance of applying – so there are no secrets. This should include job requirements, details about the atmosphere and team, company culture, and long-term goals.
The Process Doesn’t Feel Human.
Just like you would hire someone because they would be a good fit for the whole team, candidates look to work with companies that are equally a good fit for them. Creating genuine interest and connections requires human interaction to establish trust, connection, curiosity, and empathy.
Five Tips for Improving the Recruitment Process
So how do hiring managers make the best of a difficult situation, reduce time-wasting or disappointment AND find good hires?
Improve the hiring process:
1. Check-in on Your Timelines
Time the Process from the first point of contact to the initial offer being made. What are these timelines? Research shows that 43% of those surveyed have ghosted recruiters for taking too long to make some moves – so time is very much of the essence.
Look at streamlining to 14 days or less, and keep the consistent engagement going throughout the process.
2. Spot Red Flags Early
Looking for red flags is a constant when it comes to hiring, and identifying them as early as possible will save time, money, and resources along the way.
Provide as much detail as possible about the role in advance, highlighting any prerequisites, pay range, office structure, etc., thinning out the wrong candidates from the right fit ASAP.
3. Check Out Industry Standards FIRST
Before you set out to recruit, make sure the current industry standards are given clear consideration. Companies must be competitive in terms of compensation, flexibility, work-life balance, and office culture, so knowing what candidates are looking for to get to yes, is crucial.
4. Communicate Your Value Proposition
Contrary to popular belief, it isn’t all about the benjamins.
Candidates want to know how potential jobs will enrich their lives, not just pay the bills. Companies need to be clear about the value they bring both during and after hiring. How will companies help employees to lead more balanced, healthy, stress-free lives while still enjoying their work?
Consider placing the compensation and benefits package in the job posting.
5. Hire Professionals *ahem* like StellaPop
Look, sometimes, you just need to leave it to the professionals.
Hiring can be super stressful, pressure fuelled, and overwhelming if it’s not part of your regularly scheduled programming. Calling in professionals to take away the burden of hiring can save time, resources, and a built-in support team to get the job done.
StellaPop has specifically designed its talent acquisition services to target, identify, and recruit outstanding professionals. With a long-standing reputation for delivering “right fit” talent for specific hiring needs in high volume, competitive, and heavily regulated environments – we’re taking the guess and the stress out of the equation.