Why are candidates ghosting hiring managers and human resources professionals at different stages of the recruiting and hiring process?
As Glassdoor suggests, ghosting is a trend that isn’t budging. “In the current market, candidates really have a lot of options,” says Liz Cannata, Vice President of Human Resources at CareerBuilder. “I think they have very high standards for what they expect out of both the recruitment process and the company.”
Employers are extremely aware of the need to treat every potential new hire with the respect and attention it takes to meet their high expectations.
Now, there can be numerous reasons that candidates don’t show up for virtual and physical interviews and other screening interactions in the recruiting process. Some of them are personal, like the candidate doesn’t feel like they’re qualified for the job, or they just get overly anxious and don’t show up for meetings, etc.
There isn’t much that hiring teams can do about those unfortunate circumstances. In this post, we’re going to discuss three common reasons that hiring professionals get ghosted, and what they can do to prevent it.
So let’s get started with the basics.
Locating and prescreening candidates is crucial.
The candidate vetting process starts with locating the right talent pool quickly and screening candidates immediately with an industry-validated, methodical process. Job seekers are impatient, and talent pools get exhausted quickly.
Constant communication with all candidates is critical.
The bottom line? Hiring managers don’t have time to waste in the current candidate-dominated hiring market.
Make the interview process decision centric.
At 619 Recruiting, we believe in data and human intelligence-driven decisions when it comes to candidate selection. Final hiring decisions become much easier when properly screened candidates are evaluated in a refined interview process.
At the end of the day, hiring professionals have to go with their experience and gut feeling, but we’re always there to offer our objective advice and counsel to our clients.
Make timely, market-validated offers when candidates are a match.
Timely, informed decisions are not the same as rushed, premature decisions. When the hiring team has successfully interviewed and evaluated a short list of prequalified, prescreened candidates, the selection process is streamlined significantly.
It’s time to confidently make an offer based on market conditions and competition for talent.
Could you use some help recruiting and hiring the top talent in your space before your competition?
Are you a hiring manager or human resources professional with a job search, or searches, underway? Do you have short-term contract staffing needs? Maybe you want to evaluate candidates with temp-to-hire solutions?
At 619 Recruiting, we help hiring professionals like you find that perfect candidate every day! Call us today at(866) TEAM 619, or get in touch online. Our expert recruiters are waiting for your call!