Ghosting, it’s not just for Halloween

Employers are experiencing a troubling issue at greater rates than ever. Candidates and employees are disappearing without a trace. This phenomenon is known as ghosting and it is very costly so, we decided to have a closer look into the issue to help educate candidates, employees, as well as employers.

Costs of ghosting

An employee ghosting a new job is harmful to the employer as well as the employee. Companies invest a lot of time, money, and other resources in finding talent.  On the candidate/employee side, not following through with an interview or even first few days of work can set their career growth back and ruin their reputation. You never know when a hiring manager at a new company is the one you ghosted at a previous company.

If a candidate loses interest, he or she should have a conversation with the manager or recruiter to express that they no longer want to pursue employment with a company. This ensures that no extra time and effort is wasted in the hiring process. It also removes the frustration felt from the manager or recruiter regarding what may have happened to you and your wellbeing. In our current job market, we are all very aware of the time and costs associated with even finding a qualified candidate to interview.

If an employee decides a position is not a good fit for him or her, they should also have the same conversations. This way accommodations can be made accordingly to reduce the negative impact of losing a resource.  By resigning from work properly, a company can plan for their next steps and ensure work is handed off in a mannerly order, saving time and money.

Why do employees and candidates ghost?

There are numerous reasons to why employees and job seekers ghost their employer or prospective employer. A primary factor is our over reliance on technology. With a major increase in technology usage, the amount of in-person communication has significantly decreased. While social media and messaging apps are helping establish relationships, they are making these relationships less personal. Because of the use of technology, employees and candidates of all ages are finding it easier to avoid in-person and verbal communication. Without personal connections, employees and candidates lose interest in new positions. When this happens, they find it easier not showing up for work and or ending all communication with the prospective employer. A major cause of employee and candidate ghosting is the desire to avoid confrontation. Unfortunately, this instinct to avoid confrontation has many negative consequences.

How can employers reduce ghosting?

It is important that an employer keeps candidates and employees engaged to ensure he or she is happy and interested in their position within the company. Candidates should feel welcome and employees should feel appreciated. The best way to ensure this is by having candid conversations. Employees and candidates should be reminded of the benefits of working with the company. Candidates and employees who feel a personal connection to a business have a higher likelihood to accepting a job offer and stay longer when this relationship continues. The initial application process is the first step in building theses foundations. If a company cannot reply or follow up in a timely fashion they are already setting the standard and are potently viewed as ghosting the very candidates they are trying to attract. Interviews are crucial for establishing a good relationship. When interviewing candidates, pay attention to body language and other nonverbal cues. This will help determine whether someone is excited about a role and company. Be sure to explain what the company culture is in a fair and honest way. It is important to explain what is good as well as what are potential challenges in a new role. There is no point in sweeping dirty laundry under the rug only for it to be uncovered later in the process or after a candidate starts. This will only cost an employer more time and money.

Employees typically decide within the first three weeks whether they want to stay at a company or not, but the onboarding process should last much longer, and communication with an employee must always be kept open. Research shows it takes one year for a new hire to reach full productivity. During this time, employers should be upfront with their employees about their progression into a new role. Ask employees if they have any concerns with their position. Find out what motivates them to work for organization. After this one-year mark, manager must continue to engage employees. Managers must talk with employees to understand how the company fits in within their long-term goals. When career goals are understood, managers must work with their employees to achieve these goals. Showing this vested interest in an employee ensures a relationship remains strong. By keeping new employees informed on their progress and maintaining personal attention on an employee’s career path, employers will greatly reduce the amount of ghosting they encounter.

Contact Next Level Professional

When you are looking for you next career opportunity, or for a qualified candidate let Next Level Professional help. Contact Paul at (262) 293-4288 or paul.ladson@nlstaff.com