Combatting ‘Ghosting’ in Your Workplace

Ghosting. The word sends chills up any recruiting manager’s spine. An employer has been ‘ghosted’ when a candidate blows off scheduled job interviews, accepts an offer of employment but does not show up on the first day, or even vanishes from existing positions, all without giving notice. A tight labor market means greater competition within the candidate pool. Locally, many of our clients have experienced ghosting. Candidates are displaying this behavior during the initial phases of recruitment, as well as when expected to report for orientation. In some industries, ghosting is as prevalent as fifty percent (50%).

What can employers do to combat this trend? Human resources professionals weighed in and provided six (6) different ways to mitigate ghosting in the workplace:

  1.      Adapt to the Changing Times. The low unemployment rate leads to a worker’s advantage. Employers need to remain available and attractive. When candidates choose to not respond to recruiters, move on and come up with new solutions and strategic alternatives.
  2.     Consider Hiring Events. For high-ghosting industries, such as lower-wage, high volume hourly roles, recruiters recommend stacking candidates and overbooking interviews, knowing up to half of the appointments for entry-level roles may not show up. Small mass-hiring events have been efficient alternatives to assess the talent pool. Many clients are also hosting “open interviews” to encourage candidate responses. An open interview is a job interview for employment when companies accept job applications and conduct on-the-spot interviews rather than scheduling interviews in the future.
  3.     Streamline the Recruitment Process. Ghosting is typically occurring during the hiring phases of recruitment. A long selection process with gaps in communication may leave a candidate susceptible to exploring other options. To keep the candidate engaged, provide interview feedback quickly and communicate the next steps, including a timeline.
  4.     Provide Consistent and Transparent Communication. Candidates want to understand what the expectations of the role entail, as well as clarity around the schedule, the pay, a realistic job preview, and the nonnegotiable aspects of the position. Be prepared for these conversations and remain upfront and transparent with the candidate.
  5.     Remain Competitive in the Market. A company’s competition is no longer limited to goods and services. Ensuring your compensation package, benefits, and workplace culture are competitive in the marketplace is pivotal.
  6.    Engage New Hires. Once the candidate accepts your offer of employment, managers should use this time to develop a relationship with the new hire. Preboarding, the component of onboarding that takes place before the start date, will prevent ghosting on the first day of employment.

For more tips on how to address recruitment or to assess your competitiveness in the workplace, please contact HR Partners at 785-233-7860. In addition, we would be pleased to assist you with any other HR matters your business may need guidance with.

Honoring our Veterans

As part of our ongoing support of the Topeka Community, we would like to take this opportunity to shine a spotlight on Channel 27 News and their weekly Veteran Salute segment. 

This week, Channel 27 highlighted John Dietrick's service in Vietnam. To read the full article or watch the full interview, click on the image below or click here. 

We are thankful to John, and all our Veterans, for their service! 


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What our clients say...

Capper Foundation

Sandy Warren

VP Operations

Capper Foundation

"Consultation services provided by HR Partners proved a valuable resource for personnel matters and in updating our personnel handbook.

As we continued to grow in staff size, we found an on-going retainer with HR Partners a great fit to support management, policy and training needs. The HR Partners team is professional, knowledgable and creative in their approach and we can have confidence in managing employment matters with their involvement and understandnig of our organization."