5 Hacks to Put An End to Candidate Ghosting

hiring tips interviews Apr 22, 2021

After pouring your heart and soul into sourcing, interviewing, and the volleyball of scheduling, the day has come for that amazing unicorn candidate to meet with the client. You've been waiting all week for this...

... and then you get the email they no-showed for the interview. *gulp*

Or even worse, they've already met with the whole team, everyone loves them and poised to make an offer, only for the candidate to ghost.

Candidate ghosting is a recent phenomenon that has only steadily increased over the last few years.

The more we count on emails, texts, automation, and technology, the easier it is for candidates to feel disconnected form the interview process. The less invested they are, the easier it is to disappear without remorse.

 

5 ways to put an end to candidate ghosting in the interview process:

  1. Send confirmation emails for all interviews. Go the extra mile with supplemental texts wishing good luck first thing in the morning for scheduled interviews in the field. It opens the door for a candidate to reschedule or cancel, rather than flake.
  2. Give lots of details for follow up interviews. Make the candidate feel prepared and confident by sharing where to park, who they are meeting with (names and titles), and the proper interview attire.
  3. Create a connection in your own conversations and interviews. Make eye contact, be genuine rather than rehearsed, smile - all the little things you want from a candidate, you should be reflecting back.
  4. Be sure to share meaningful information regarding the role, rather than a cold and sterile job description that looks like every other one copied and pasted off the internet. Valuable information includes structure of the team, special projects or priorities for the department, in-depth overview of the benefits package, and future growth potential not only for the candidate, but the company as a whole.
  5. Wrap up interviews by outlining what the rest of the interview process will look like and a time frame for following up, wherever possible. Even if you need to tell them that it might be two weeks before you have an update while a senior executive is out of town, it's better to realistically outline in the first conversation. 

 

If you've done all of the above and someone still ghosts, don't worry -- it's on them, not you.

Unfortunately, at the end of the day, there are always going to be candidates who fade away during the interview process without communication. You can't control everyone.

 


 

If you liked this post and are thinking of making a career change, be sure to check out the Career Guide for Recruiters and HR or dust the cobwebs off your LinkedIn with the free Leverage LinkedIn guide.

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