Candidate Ghosting: What to Do When This Happens to You

Ghosting can happen at any point in your recruitment process. Candidates might not show up for interviews, respond to job offers, or follow up with you. Perhaps they lose interest in your company or accept an interview or job elsewhere. In any case, you need to figure out why candidates leave your recruitment process without a word and how you can resolve the issue.

Here are three steps you can take when ghosted by a candidate.

Follow Up

Contact candidates by their preferred communication method to see why they did not move forward in your recruitment process. Let them know they are welcome to pursue other opportunities; you simply would like an update on whether they still are interested in working for you. If you do not hear back, send an email with a survey link asking for feedback about your company. If the candidate had a bad experience, they are more likely to share details in an email than over the phone. Use the information you receive to improve your recruitment process.

Review Your Recruitment Process

Find ways to improve your recruitment process. For instance, be sure you are connecting with each candidate from the start. This includes reaching out several times throughout each stage to keep each candidate informed about where they are in the process and what to prepare for next. Also, use different touchpoints to share your company’s story and provide a feel for its culture. Also, maintain transparency in every interaction. This involves setting clear expectations throughout the hiring process and following up. Additionally, make sure your interview process is as short as possible. This includes taking out unnecessary steps and clarifying each person’s role to avoid redundancy. Plus, use recruitment marketing tools to create detailed performance reports that demonstrate candidate engagement in real-time. This shows where in your recruitment process candidates tend to stop moving forward. Use the data to improve this part of the process.

Improve Your Candidate Experience

Determine how you can enhance your candidate experience. For instance, use your employer brand to show the advantages of working for your organization. Also, set up personalized email campaigns focused on your company culture and impact in the community. Additionally, let your chosen candidates set and/or change their interview times to fit their schedules. This increases the odds of candidates meeting with you.

Contact a Recruiter

Candidate ghosting is becoming increasingly common. When candidates decide not to move forward in your recruitment process, follow up with them. Ask for feedback on why they decided to pursue other opportunities. Use what you learn to improve your recruitment process and candidate experience.

To avoid being ghosted by accounting and finance candidates, talk with Casey Accounting & Finance Resources. We have a deep network of accounting and finance professionals with the skills and qualifications needed to enhance your team. Talk with a recruiter today.

What Tools Are on Your List for 2018? 10 Innovative Technology Tools for Talent Acquisition

At a recent Illinois Search and Staffing Association meeting, various tools for talent acquisition were discussed.  During the presentation, the company Talent Tech Labs was identified as an industry leader in the evaluation of emerging technologies for talent acquisition.  Upon further research, according to Talent Tech Labs, the top and most innovative technology tools include:

  • Employer Branding – Technology for monitoring your reputation for your organization and, more importantly, your value proposition for your employees
  • Mobile Recruitment – Technology for addressing candidates through Smartphone applications and social technology
  • Analytics Platform – Taking big data and analyzing the information to help in achieving better informed decisions
  • Candidate Relationship Management – Technology to manage relationships with potential and future hires
  • Video Interviewing – Using video technology to streamline the interview process
  • Online Assessments – Talent assessments are used as a part of an online screening process to help determine which candidates have the skills required
  • Referral Platform – Automates your referral process to get more candidates and more hires
  • Job Marketing and Distribution – Technology to market your jobs and get the proper distribution out to the potential network of candidates
  • Recruitment Chatbots/AI Enhanced Processing – To improve the candidate’s experience, a Chatbot can help recruiters collect information on candidates, ask screening questions, answer frequently asked questions and schedule interviews with human recruiters.
  • Digital Reference Checks – Automate the reference checking process

Talent Tech Labs engages in investigation, research, validation, and acceleration of emerging technologies that can improve the state of play in talent acquisition through collaboration and connecting early-stage companies with forward thinkers in the industry. To keep on top of talent acquisition technology, learn more at www.TalentTechLabs.com.

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