Why Ghosting Candidates Can Harm Your Employer Brand

Sabrina Son

Nowadays, the world is at our fingertips, thanks to technology. It’s difficult to stay under the radar, and it’s easy for one small mistake to gain national, even global, attention—in a negative way. When one applicant has a bad candidate experience, they could easily turn any employer’s world upside down by posting to social media (think: Glassdoor reviews or LinkedIn) and even spreading the word to their friends and family, making companies lose customers. This is why more and more employers are keeping a close eye on their employer brand and candidate experience. In this article, we’ll go over what exactly ghosting is, some eye-opening stats, and how you can bridge this ghosting gap in the recruiting and hiring process.

What is Ghosting in Recruiting?

“Ghosting” is a term that comes from the modern dating world. Merriam-Webster defines it as, “the practice of ending a personal relationship with someone by suddenly and without explanation withdrawing from all communication.”

Now this term has woven its way into the recruiting world to describe the relationship between employers and candidates, where one party withdraws from communication—whether deliberately or accidentally. Let’s face it, recruiters are bogged down with a lot of tasks, and they simply can’t handle the volume of applications that can come through.

What Happens When Employers Ghost Candidates?

Candidate ghosting is more common than you might think.

As we mentioned earlier, when applicants have a negative candidate experience, they’re more than likely to share their experience online. This is because those who went through the negative experience don’t want other applicants to also be put through the wringer.

So what happens if an applicant goes through a positive candidate experience? Consider these stats from the Human Capital Institute:

  • 57% of applicants who were happy with an employer’s candidate experience said they would consider seeking employment with the company again.
  • 37% of applicants said they would tell others to do the same.

How to Avoid Ghosting Candidates

We all already know that recruiters have a lot on their plate, from sourcing to screening to scheduling interviews. So it’s a given that they won’t have time to respond or interact with every applicant that comes around. In order to fix this, many businesses are turning to automating parts of the recruiting and hiring process.

When it comes to sourcing candidates, is it a recruiter’s best use of time to scour job boards or social media for potential candidates? Most likely not. What about screening—is that also a good use of a recruiter’s time? Again, most likely not. Nowadays, you’ll find recruiting software that is backed by AI to conversate with candidates by asking predefined questions. This ensures that you’re not missing out on potential qualified candidates.

More candidates are getting ghosted by employers than you may think. And these negative candidate experiences can’t just be swept under the rug—applicants are more than willing to air their dirty laundry on social media for the world to read. To avoid this, employers are automating parts of the recruiting and hiring process to ensure that they engage with every candidate that comes by, freeing up recruiter’s time to focus on the truly qualified candidates that they want to move forward with.

Share

Similar Articles

How To Ask Unbiased Interview Questions – List Of Standardized Interview Questions & Guide To Unconscious Bias in Hiring
Sabrina Son

How To Ask Unbiased Interview Questions – List Of Standardized Interview Questions & Guide To Unconscious Bias in Hiring

Introduction Everyone relies on gut feelings and personal biases a certain percentage of the time. But for many employers it’s the primary thing driving the hiring process. This is problematic. It can lead to harmful effects to employees and lead to discrimination in the hiring process. It also means hiring tends to be less structured. How To Ask Unbiased Interview Questions – List Of Standardized Interview Questions & Guide To Unconscious Bias in Hiring

Read More
Accounting Hiring Innovated: Humanly’s AI Revolution
Bianca Nieves

Accounting Hiring Innovated: Humanly’s AI Revolution

Discover how a leading accounting firm harnessed AI recruiting to boost productivity fivefold while effectively showcasing its employment brand. Agility – powered by a century of experience Operating for over a century, our client stands as one of the top 15 public accounting firms in the country. Originating in the Pacific Northwest, they have expanded Accounting Hiring Innovated: Humanly’s AI Revolution

Read More
Empowering the Future of Hiring: Humanly Raises $12M Series A to Fuel Innovation and Growth
Bianca Nieves

Empowering the Future of Hiring: Humanly Raises $12M Series A to Fuel Innovation and Growth

Hey there, fellow hiring enthusiasts! We’ve got some incredibly exciting news to share with you. Hold on to your hats because Humanly has just raised a whopping $12 million in our Series A funding round led by Drive Capital! Cue the confetti cannons and happy dance! 🎉💃 With this significant investment, we’re ready to take Empowering the Future of Hiring: Humanly Raises $12M Series A to Fuel Innovation and Growth

Read More
Client Success Stories: TheKey
Bianca Nieves

Client Success Stories: TheKey

I. The Problem: A New Approach to Finding the Right Candidates In today’s saturated job market, businesses face challenges in identifying the ideal candidates for their open positions. TheKey, a provider of concierge-based care services, aims to enhance the lives of their clients by enabling them to age gracefully and safely at home. However, traditional Client Success Stories: TheKey

Read More