As a hiring manager, you can put good work into crafting a job description, mining for talent, and picking the best candidate for the position – only to have that candidate “ghost” you – disappear without a trace or a reason for abandoning the recruitment process.
It can be tempting to chalk up this disappearance to a catchphrase many employers are resorting to in the current job market: “No one wants to work anymore.” This complaint isn’t new, and it mistakes a desire for fair and equitable employment for a desire to give up working altogether.
No, the reason that 3 out of 4 recruiters have been ghosted by a candidate often boils down to problems they encounter during the early stages of recruitment. Read on to learn how you can keep candidates from ghosting you.
(Hint: It’s Not Because No One Wants to Work Anymore)
1. Rude or Misleading Employers
Surveys indicate that roughly a third of candidates have ditched companies because the hiring managers either disrespected or – even worse – lied to them. This mistreatment ranged from simple impoliteness to doing a bait-and-switch on how much travel would be required. Obviously, it’s important to be completely transparent when discussing the responsibilities of and compensation for a job.
2. Drawn-Out Selection Procedures
One of the most frequent complaints job seekers have about hiring processes is they simply take too long. And the problem can start right out of the gate: Research from CareerBuilder shows 60 percent of job seekers who’ve started an application abandoned it because it was taking too long. Streamline your application process to get candidates to the interview stage. And go into the interview stage with a clear idea of what you’re seeking so that you can move from interview to hiring in a timely way. Remember: It’s a job seekers’ market right now, and you have lots of competition for talent.
3. An Impersonal Process
Sometimes, even if they don’t feel like they’re being treated rudely, candidates may feel like the person interviewing them didn’t care about them at all. Emotionally connect with each potential employee you meet, and strive to make each one feel like they’re exactly what you’re looking for. Don’t lead them on or make false promises, but take care to make the interview a positive experience that reinforces their desire to work for you.
4. Unreasonable Qualifications
College graduates said the most frustrating part of their job search was employers asking for multiple years of experience for an entry-level position. It’s a job-seeker’s market right now, and that means you need to manage your expectations about your dream candidate’s qualifications. That includes taking chances on candidates who have the skills you need, but not the experience you’d prefer.
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