5 Recruiting Advice to Prevent Being Ghosted

For recruiters, a worrying tendency known as "ghosting"—where prospects vanish without a trace and abruptly halt all communication—is growing in popularity. In actuality, 75% of employers have been ghosted, while 28% of employees have done the same.

Ghosting during the employment process may cost your company money and effort as well as damage your employer brand.
How do you keep applicants interested and avoid them from giving you the quiet treatment?

Below are 5 suggestions for avoiding being ghosted:

1.Be open and honest with applicants

Recruiters should make an effort to be open and communicate with prospects about their status throughout the recruiting process from the outset. If the pay scale wasn't included in the initial job advertisement, this implies bringing it up early in the conversation. Honest timetable communication with job candidates will keep them involved in the interview process. Personalizing your interactions and remarks may also help you stand out as a top employer by taking this a step further.

2.Request honesty from applicants

Your applicants have almost certainly applied for other jobs. You may prevent being ghosted by applicants if you ask them to be open and honest about their relationships with other organizations. In actuality, 40% of candidates who ghost their recruiters do so as a result of receiving a different job offer. Being aware of applicants interviewing elsewhere might also keep you alert and allow you to change your recruitment strategy as necessary. For instance, you could be more open to negotiating a candidate's compensation if you are aware that they are well along in another interview process.

3.Employ a high-touch strategy

Candidates may quickly vanish if recruiters send them too many emails or LinkedIn messages, which might cause them to be lost in the flow. To market the position and determine applicants' interest in the organization, recruiters must forge stronger personal connections with them, whether in-person, over the phone, or via video chats. Respond to resume follow-ups, answer voicemails, and do your share to let applicants know they are still being taken into consideration. This high-touch strategy reduces the likelihood that prospects may leave without telling you and increases their follow-through.

4.Create a Welcoming Environment

Candidates are more likely to exhibit their strongest traits when they are at ease and comfortable, which makes it easier to spot outstanding potential. Establish clear expectations with candidates and give information about your business culture to foster a friendly workplace. If they have a face-to-face interview, have someone welcome them, give them a brief office tour, and offer them water or coffee. Even if it's a virtual interview, make a good first impression by smiling and seeming approachable. Give them enough time to respond to your inquiries so that they can offer thoughtful comments. During your time together, make sure to offer them your complete attention and avoid making any noise or being distracted.

5.Simplify the hiring procedure

Occasionally, despite your best efforts to keep them on board, prospects move on or find other employment. You may cut the time between initial contact with prospective applicants and hiring choices by streamlining your recruitment process. Disinterested prospects will withdraw from the process sooner, and you'll be able to effectively track your pool of applications in one place. An application tracking system, job advertising, background check, and onboarding are just a few of the automated procedures that a recruitment solution may help you use to turn prospects into productive new hires.

Use IceHrm to streamline your recruiting process.