Prime 10 Tricks to Keep away from Ghosting Your Candidates


A candidate’s poor expertise can have a detrimental impact on each the manufacturers and people making use of to work with them. In the course of the pandemic, we noticed an enormous enhance within the variety of candidates for varied posts. There have been rumors of deep penetration within the recruitment course of. We wished to research the dimensions of the issue and the harm being completed, so we began with some analysis.

The findings have been surprising. In line with our analysis of 2000 adults within the UK, 65% of individuals have been victims of ghosting. 86% mentioned their expertise of being ghosted left them pissed off and 43% mentioned it took weeks, and even months, to rebuild and transfer on. The harm to manufacturers additionally turned obvious, with 94% saying it left them with detrimental ideas or emotions concerning the firm they utilized for.

Most small firms handle with spreadsheets and easy trackers whereas bigger firms and recruitment businesses put money into know-how that most closely fits their wants. Listed here are some suggestions to verify your organization can keep away from over-confident candidates.

  1. Get everybody on board. Recruitment is an space that almost all division managers are concerned in in addition to HR groups. Step one is to take the details concerning the results of exorcism and educate everybody internally. After getting company-wide help to verify this does not occur in your group, it is time to plan how you will take care of ghosting.
  2. Put your self within the candidate’s footwear. What sort of communication would you like at every stage? A fast e-mail takes seconds and may actually assist a candidate.
  3. Arrange automated e-mail. If in case you have one, use your Applicant Monitoring System (ATS) to arrange automated emails to candidates at every stage of the appliance course of. Which means they’ll at all times be told concerning the stage of their utility.
  4. Ship updates instantly. No information is nice information besides if you’re ready to listen to about an utility. As quickly as you might have decided, constructive or detrimental, let the candidate know.
  5. Make notes instantly after the decision or interview. Because the outdated saying goes, ‘Do not postpone what you are able to do at this time’. Take thorough notes every time you discuss to a candidate, it will make decision-making simpler and likewise provide you with a lot of info to make use of if you return to them.
  6. Use bulk e-mail or SMS. Speaking rapidly and easily with a number of candidates, a standardized message is best than no contact.
  7. Use your ATS reporting facility or hold a log. This helps be sure that no candidate is forgotten, know what number of candidates have utilized for every position, what stage they’re in, and if you final contacted them, to go looking inboxes. Save on a regular basis spent on
  8. Shut the position. Once you do rent somebody remember to return and test that you’ve processed and responded to all different candidates.
  9. Get suggestions out of your candidates. They’re those who went via your course of so can present some helpful perception. Be sure you discuss totally to each profitable and unsuccessful candidates.
  10. Overview and enhance your course of. There’s at all times room for enchancment, ensure you revisit your plan and the information you are utilizing each few months to verify they’re nonetheless efficient and work properly to implement any new concepts. For.

Telling candidates that they have not been chosen is a tricky name, particularly if you’ve been constructive as much as that time. However doing so rapidly and gracefully results in closure and provides them an opportunity to advance their careers elsewhere.

Nobody ever intends to alienate a candidate via the hiring course of, nevertheless it’s essential to acknowledge that it does occur generally. We have to deal with this drawback collectively. By supporting this marketing campaign and following finest apply tips, employers can present that they care about every applicant as a person. We invite readers to affix the marketing campaign or share their tales at

By Neil Armstrong of Tribepad.


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