Tag Archive for: Ghosting

Why Ghosting Minnesota Companies is a Bad Idea

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We have seen this more and more in the Minneapolis and surrounding areas – job applicants are ghosting businesses. Even if, at one point in time you apply to a job and you decide you don’t wish to work with a company, it’s horrible to stop communication without giving the employer any idea about what is happening. As a consequence, Twin Cities companies coincidentally are paying more and more to win great talent.

What’s Actually Happening When you are Ghosting Employers –

Have you ever ghosted an employer? If so, do not expect to ever work at the organization later on. Many Minneapolis and St. Paul businesses appear to have adopted the foolish custom of ghosting as normal.

Employees are nowadays ghosting employers at an alarming speed. As stated by the Bureau of Labor Statistics, the sum of workers who have voluntarily left their jobs is virtually DOUBLE that of the range of workers who were fired. If it is not apparent to you, ghosting an employer is a terrible etiquette. Ghosting an employer isn’t a great career program. Employers are connected, and you don’t know when you’re rerun within that recruiter.

So ghosting is as soon as an employee doesn’t appear for their very first day. It can occur in some different forms. It seems like you are becoming prepared to ghost a new employer if another work offer is better. Ghosting an employer can impact your job search now or later on. Without regard to the trend, you should always be professional if you prefer to stick out during your job search.

How to use Ghosting your Advantage –

In the interview, you’ll have the chance to talk about your abilities and what it is that you’re searching for in your next position. You don’t know when you could end up searching for work again, or whenever you could wind up at a business event or networking dinner with that same hiring person. The same thing happens when you are searching for a job.

When you are aware that there will probably be another better job, you might care less about burning a bridge. Don’t go this route – always take the high road. Believe it or not – not ghosting is more uncommon then ghosting.

Want to stick out and find your perfect job in Minneapolis? Don’t be scared to communicate, no matter how tight you feel the conversation might be because ghosting is only going to reflect poorly on your professionalism. By now, most individuals are knowledgeable about the term ghosting when it has to do with social interactions.

One thing that any job seeker should realize is that you may not know when or how you may reencounter a hiring manager that you once ghosted.

Need some help with your job search,  contact Award Staffing. We will be able to help you find a job that is the perfect fit for you and your unique skill sets. Our team of hiring professional located in Bloomington, Chaska, Crystal, Delano, Maplewood, and Ramsey Minnesota are here to help you find you your next new job opportunity!

We All Know that You’ve “Ghosted” an Employer

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Record low unemployment in the Twin-Cities Metro means that most businesses are competing for workers like you. This ultimately puts you in control of your current or even next job. As you gain more hands-on work experience, thanks to decreasing labor pools, a trend is starting to take shape.  Businesses in the Minneapolis-St. Paul metro areas are being ghosted by job seekers, like you.

What is “Ghosting” and have you done it?

In some instances, this entails candidates no-showing for scheduled interviews with no telephone or email stating they will not be attending.  In the scenarios, a job seeker stops returning perspective employers messages, providing no explanation for their disappearance.  Many job seekers are ghosting potential employers once an offer is accepted by them never reporting into the company in their very first day.

If you are juggling several offers or prospective companies, the notion of letting you fall by the wayside might appear non-threatening.  But that is not the situation.  By doing so, you are damaging your reputation – ghosting a possible employer could lead to profound consequences and meaning you cannot get a job.  In instances where you would like to remove yourself from contention, there’s an ideal way of doing it.

What You Must Know About Ghosting Employers

Let them know-

If you accepted another job or have changed your mind –  does not mean that you should not reach out.  You might wind up burning this bridge, and while the dialogue might be awkward, it is far better than ghosting them. Believe it or not, companies keep records of left them high and dry; ghosting them could damage your ability to get a job with them in the future.

Ultimately – pick up the phone and call the hiring person. Tell them that you’d like to eliminate yourself from the job and that the job is not the ideal match for you now.

Offer Reason –

Basically – the reason why you chose a position with a different company, but don’t hesitate to establish the reason. Admit “your decision sets them in a difficult spot,” but you wished to notify them fast.  Thank them.

Do not be shocked when the hiring manager is angry since it will make their life harder.  Knowing your reputation might be damaged at that organization and within the hiring supervisor’s network.  But if you burn this bridge, that’s something that you can conquer time.

Remain in Touch-

Let them understand that look ahead, and you would love to remain in touch.  If you would like to add anything extra, you may always add a line about something that you wanted about the business or team you decided to start working for.  This is not required, although you might supply a reason.  Just be sure that you send the message the moment you have determined the job is not appropriate for you.

We value honesty and hard work at Award Staffing. If you are looking for a company that appreciates your ability to show up on time or just able to be responsible, we want to help you find a job with them. Contact a member of our hiring team today to start your new job search! Want to learn more about When Work Works – visit our blog to find more job tips and tricks.

12 Ways for Ghosting Prevention for Employers

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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.

 

FINDING YOUR TALENT

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