Insights

News and advice for job seekers and talent managers.

Why Candidate Ghosting Is on The Rise and What You Can Do to Counter It

Having applicants ghost you by not showing up for interviews costs your company time and money. You cannot conduct scheduled interviews or extend a job offer to your preferred candidate if they do not let you know they decided to pursue other opportunities. Although ghosting is becoming more common among job seekers, there are steps you can take to reduce its frequency and effects on your organization.

Discover three reasons why candidate ghosting is increasing and how you may reduce its frequency and impact on your sales team.

Traditional Benefits Are Less Competitive

If your benefits package does not include anything beyond health insurance, a retirement plan, and paid vacation days, it likely is not attractive enough to job seekers. Most are looking beyond the standard package for benefits that fit their changing needs.

You should be able to attract more applicants by offering benefits that fit different life stages. For instance, new graduates may desire financial well-being programs, time off to handle caregiving responsibilities for aging parents, or help paying off school loans. Employees who decide to start a family may want paid parental leave, a group life insurance policy, or additional health insurance benefits. Employees nearing retirement may be interested in financial planning for when they stop working.

The Interview Process Is Long

If your interview process takes more than a month, you probably are losing top candidates. The applicants who leave your process likely are sharing their experiences with other candidates, causing more job seekers to look for opportunities elsewhere.

You can combat this issue by making your interview process as concise as possible. For instance, conduct group interviews with prescreening questions and tests to weed out unqualified applicants. Also, maintain consistent communication with candidates throughout the hiring process. Include where the applicant is, what the next steps are, and when they should hear from you. If a candidate is no longer in the running, let them know as soon as possible. These actions help set realistic expectations and show you value your applicants’ time.

Employers Tend to Focus Only on Their Business Needs

If the majority of conversations revolve around filling your company’s needs, job seekers are less likely to want to work for you. Because they have many options available, the candidates want to know how they can benefit from a job with your organization.

To combat this issue:

  1. Spend a significant amount of time during each interview discussing each candidate’s career goals and how your company can help achieve them.
  2. For instance, talk about how your organization prioritizes training and development to help employees move forward in their career path.
  3. Mention how work performance leads to opportunities for bonuses, raises, and promotions.

Are You Looking to Build Your Sales Team?

If your industrial safety or PPE manufacturing company is looking for top-tier sales talent, talk to The Charis Group. As the premier recruiters in the industry, we help sales leaders build effective, lasting teams. Contact us today to learn more.

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