Have you ever interviewed what you thought could be your next superstar, only to have them disappear with no warning? Here’s what might have happened, and what you can do to reduce the risk of your next promising candidate ghosting you.
Slow Response Rates
It can take as little as ten days for top performers to land their next position. So you’ll need to move quickly to grab their attention. Ideally, you’ll automatically screen applicants through a filtering system and reach out to those who make the cut on the same day they apply you must expedite this process. If people start ghosting you early on, it may be that you’re simply taking too long.
But initial communication is only the beginning. At each stage of the hiring process, you’re competing against other companies to maintain the candidate’s interest. Move as quickly as possible, let people know where they are in the process, and reply to their questions right away.
An Unstructured Hiring Process
If you don’t have a standardized hiring process, you may come across as disorganized. When even your hiring managers don’t know what to expect, this uncertainty will transfer to your candidates. Develop a plan for moving applicants through each stage of the process and get everyone involved on board. This will keep things clean, fair, and simple, and make it easy to answer candidates’ questions about the next steps. With Surestaff’s Direct Hire business unit, we learned a long time ago that a well-defined process (that is smooth, quick, and full of communication)
Poor Interviews
If applicants start ghosting you at the interview stage, there’s likely something wrong with that process. Candidates want to know how many rounds of interviews they will undergo, and who will conduct them. They want the interviews to feel structured rather than rambling, and they want the opportunity to ask questions as well as answering them. Interviewing is an art as well as a science, and it’s important to strike a balance that keeps the interview on track while allowing for some real conversation.
Overreliance on Automation
While applicant screening software can be enormously helpful and is vital to appeal to younger workers, you don’t want to rely on technology at the expense of the human touch. Strive to make a personal connection with each candidate, and don’t rule out someone promising solely because your applicant tracker notes one missing skill. Overall, use automation as the tool that it is, rather than replacing your own judgment and communication with it.
Keeping your hiring process simple, effective, and quick can cut down on candidates ghosting you. and help you find and retain talent.
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