How Ghosting Influences Employee Recruitment

Have you ever gone on a job interview and then heard nothing from the recruiter or hiring manager even after you’ve sent emails or left voicemails? This is called ghosting and while the term originated in personal relationships (you go on a date and then never hear from him again), it happens in hiring all the time.

For years, ghosting was something recruiters and hiring managers have done to job candidates. When the unemployment rate was high, they didn’t see a downside to ghosting: new, qualified candidates were easy to locate, recruit, and hire.

The Impact of Ghosting Potential Employees

In 2018, though, the unemployment rate was lower than it’s been in a long time, and candidates and employees have turned the tables on employers. Chip Cutter, the Managing Editor at LinkedIn, noted that candidates are not returning calls from recruiters and people have started simply not showing up for work in lieu of giving two weeks’ notice.

Reversal is fair play, after all. Why should candidates treat recruiters and hiring managers with respect when they’ve been disrespected for years? Well, employers and candidates should always treat each other considerately.

Many recruiters are learning the hard way that their years of assuming that candidates would always be available are over and that job seekers now have the upper hand. But other than this “revenge,” how does ghosting influence employee recruitment?

Recruiters as PR Experts

This may seem preposterous—recruiters don’t talk to the press after all, and they don’t solicit magazine articles written about the company, so why do they need to worry about public relations?

Consider this. With whom do recruiters spend a good portion of their time talking? Non-employees, right? And most of those people will never become employees. That’s just the nature for recruiting.

If you ghost candidates and treat them poorly, they will mention the negative experience to their friends, and you will miss out on future candidates and future clients. You worry about customer service roles, but ignore the affect a ghosting recruiter can have on the company’s growth. A bad reputation is a bad reputation—once gained, a bad reputation with potential employees is difficult to surmount.

Declining Job Applicant Pipeline

Everyone who applies for a job thinks that they are, in some way, qualified for that job. Sometimes, this stretches the imagination, as people send in their resumes to job postings with one matching keyword. But usually, candidates are good matches. And everyone who comes in for an interview is a good enough match, right?

You certainly don’t hire everyone you interview, but that doesn’t mean all of those people are bad fits for your company forever. Most of them would be great fits for a different position or even the same position in a couple of years. A good recruiter doesn’t just post ads, she learns the people in the industry and keeps a pipeline running so that when a job opens, she can fill it quickly.

If you treat potential employees poorly, you’ve essentially kicked them out of the candidate pipeline. Sure, you can contact them 18 months from now, but they will remember that they came in for three different rounds of interviews and then never heard back—as a recruiter, you ghosted them. Who wants to suffer through that again?

Decrease in Internal Referrals

One of the best sources for job candidates is your current employees. They are experts in their fields and they tend to know other people who do what they do. But, if they refer their friends and colleagues, who then take the time to come in to interview, and then never hear from you again, they tell your current employees about the experience.

Your employees don’t plan to work for your company forever. They need to maintain their reputation in their field. They won’t ruin it by bringing in people who then receive poor treatment. Instead, they’ll quietly stop recommending people for positions within the company.

What Causes Ghosting?

No one has the time. Every employee is busy. But, treating candidates politely and responding to those who have interviewed is the right thing to do, and it will save you time in the long run. You’ll increase your positive reputation, build your prospective employee pipeline, and receive referrals from current employees.

Not having those things will cost you far more time than having your ATS send out emails to all candidates saying, “Thank you so much for interviewing, however, we’ve decided to go in a different direction. Please do keep us in mind for roles for which you qualify in the future.”

Treat people with respect and professionalism because it’s the moral and ethical behavior to exhibit. And it doesn’t hurt that your business will also benefit from potential employees flocking to your door. At the same time, you will retain and nurture your current employees who feel as if you treated them and their contacts respectfully.