12 Ways for Ghosting Prevention for Employers

Ghosting – an old phenomenon in a new arena. Many employers and recruiters are dealing with that unpleasant, and sometimes costly, and frustration of a prime candidate suddenly dropping off the radar – never to be seen or heard from again.

In fact, the numbers are daunting.

• 20% – 50% of companies report applicant and workers are no-shows. (USA Today)
• The number of employees who choose to leave is almost double the number who are fired. (Bureau of Labor Statistics)

Eugene Hunt, Trevi Communications Inc. Principle, says that only 25% of qualified applicants make it through the process without becoming distracted, disengaged, or even disconnected.

So, how can a company avoid the growing trend – or at least reduce the statistics within their borders?
Begin with the basics. No one who expects to win a war without the knowledge of the enemies strategy, and ammunition, but the first step is always learning the rules of engagement.

1. Build an impeccable company reputation: Ensure that everyone knows you will stand behind your word – and your employees.

2. Create an attractive culture: Be the company that every candidate considers the dream position.

3. Build a robust and active social media presence: Post relevant information. Share company photos that reveal culture. Get involved in global giving and post about it. Respond to comments – including swift, thoughtful responses to the negative ones.

4. Treat candidates – and employees – the way you want to be treated: This philosophy became the “golden rule” for a reason. It works.

• Extend respect to everyone. Treat every person like . . . well, a person – rather than a necessary commodity.
• Be direct, honest, transparent, and consistent in all your communications. Go beyond the open position – build relationships.

5. Be aware of the landscape – don’t be caught unawares: In a talent-driven market, there multiple reasons for the sudden disappearance of a candidate – or an employee.

• They’re interviewing with multiple companies.
• Another company has made a better offer.
• They’re waiting to see if a better offer comes.
• They’ve accepted a counter-offer from their current employer
• Job switchers have been gaining almost 30% greater pay increases than those employees who stay. (Jay Hicks)

Ok – the basics are covered, and you understand the playing field. Where do you go from here? Be proactive. Don’t give candidates the benefit of the doubt: Assume that even the friendly, likable ‘nice guy’ with excellent references will ghost – because they will.

6. Discuss the ghosting issue upfront: If possible, get a non-ghost commitment. Sure, they may still do it, but now they outright lied and even though it doesn’t change your dilemma it certainly damages their reputation.

7. Beware of other offers: If possible, get a clear picture of how many other proposals are looming on the candidate’s horizon. In a talent-driven economy, delivering the best offer is crucial.

8. Lengthen your “short list:” Keeping a longer list of qualified candidates increases your options of a great hire should be some candidates ghost you.

9. Double book: Everyone’s been to a medical appointment where you had to wait because the doctor, dentist, etc. was double-booked. Why do they do this? They know that there will be “no-shows and they don’t want “down time” filling billable hours. Recruiters and companies alike are combatting being ghosted by extending offers to more than one candidate.

10. Set specific time frames for a candidate’s response: When you make an offer, recognize that he/she needs time to consider, but set a definite response time. For example, “When is the ideal time to reach you? Ok, I will call you Thursday between 2:00 and 5:00 for your answer.”

11. Have a mutual contact on file: In other words, have another person you can contact if he/she doesn’t show – as a second source of getting to the issue – especially if they were referred by someone else.

12. Move quickly: Once a candidate has accepted an offer, promptly bring them onboard – as in a week or less. As Kent Gregoire, CEO of call center VoiceNation, says, “If you don’t bring them in immediately, they’re still an open agent.”

Bottom-line: Ghosting happens, and it’s not likely to stop, but there are ways to lessen the blow on your company. Be the ideal company. Treat candidates/employees the way you want to be treated and take proactive steps.

At Award Staffing we have been able to mitigate the ghosting phenomenon through text message communication. We address strategic tactics for text messaging in Text Messaging Recruiting 101 and 10 Reasons why Text Recruiting Matter. We will be able to help you find the right employees for your unique business needs. If you’re searching for more tips and trick on how to improve your company’s workforce, check out our hiring solutions blog.