Brian Calley President and Chief Executive Officer at Small Business Association of Michigan | LinkedIn
Brian Calley President and Chief Executive Officer at Small Business Association of Michigan | LinkedIn
Imagine a scenario where you connect with someone on a dating app, have engaging conversations, and finally meet for lunch. Everything seems promising, but then communication ceases without explanation. This situation mirrors the recruitment process in many companies today, where candidates experience similar "ghosting" after interviews.
According to a Greenhouse study, 61% of job seekers reported being ignored post-interview, with 44% listing this as a major frustration. Furthermore, 62% indicated that employer silence affected their confidence and mental health. Ironically, the same percentage of job seekers admitted to ghosting employers themselves.
The impact of such practices is significant. A study found that 94% of ghosted candidates developed negative opinions about the company involved, with 27% actively discouraging others from applying. Additionally, 32% said they would be less likely to purchase from such companies.
To address these issues, it is suggested that organizations foster a culture prioritizing candidate respect and dignity. The average candidate invests considerable time in the application process and deserves timely feedback. Creating Standard Operating Procedures for feedback delivery can help ensure regular communication with candidates.
Different methods of feedback should be used based on the level of candidate involvement in the process. Automation tools available through job boards and applicant tracking systems can assist in providing timely responses to applicants.
Providing updates or even delivering bad news promptly can leave candidates better equipped to make informed decisions about other opportunities they may be considering.
By Dan Van Slambrook
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