Your top candidate isn’t returning your calls to schedule a final interview. Your brand new hire is a no-call-no-show. A hire who has been with you several months called off sick and never returned. These are all “ghosting” scenarios and employers are dealing with a surge of candidates and employees who engage in this behavior. If you’ve experienced these types of situations, you’ve probably been ghosted.
Ghosting is a term that comes out of the dating world. It is the practice of completely ignoring another person without explanation until that person gives up. In the workplace, ghosting is the same concept. Rather than saying, “I have accepted another job offer” or “I am putting in my notice,” candidates and employees simply disappear. Ghosting is on the rise but the big question is, “why?”
Why Ghosting Is Becoming Commonplace
There are several factors contributing to the uptick in ghosting, including:
- A booming job market: Candidates are in control and many simply jump ship when they get a better offer.
- Poor candidate experience: Because the job market is so healthy, candidates will drop out of the process if they feel like they are being strung along, if the process is confusing, if the company isn’t communicating, etc.
- Poor day one experience: Young people who show up to a job and are not given direction or support aren’t likely to return for day two.
- Role reversal: The fact is, employers are noncommunicative and have been ghosting candidates for years. Many people believe it’s fair game to turn the tables.
What If You’ve Been Ghosted?
Candidates who drop out late in the process or employees who disappear after one day are extremely costly. If it costs you $4,000 and 50 days to hire a new employee, that is money completely down the drain. If you’ve been ghosted more than once, there are some things you can do:
- Overhaul your candidate experience: A long, confusing or uncommunicative process hiring will cost you talent. To avoid ghosting, work on developing a more positive candidate experience.
- Offer competitive salaries: Money isn’t everything – but it is important. If you’re not paying competitive rates, a candidate will jump ship if they find a more lucrative offer.
- Improve your onboarding process: New hires decide to stay or leave a job within the first three weeks. Employees need direction and support in their first few days on the job.
- Build a passive talent pipeline. Establishing relationships with talent who might not be looking for a job at this moment can lay the foundation for a smooth transition when a position opens.
Are You Ready Nip Ghosting In the Bud?
If you have been ghosted or if you want to avoid the likelihood of being ghosted, Morris Bixby can help. Our team will help you find the right people quickly – even in this tight market. Contact our agricultural industry staffing experts to overcome your challenges today.