Comeet

What is Job Ghosting and How To Avoid It?

The term “ghosting” is used quite a bit these days, especially on social media and in the online dating world. Did you know that it is also relevant to employment and a genuine concern for employers? Here’s what you should know about “job ghosting” and how you can avoid being ghosted by employees and potential hires alike.

Definition of job ghosting

Similar to when someone “ghosts” a date or family member, an employee who ghosts an employer just stops communicating and never shows up again. Ghosting doesn’t just happen with hired employees, either. It can happen at any point in the employer/employee relationship, even during the hiring process.

Ghosting is frustrating for employers because you may have already invested time and energy into finding a good match for a position. Plus, you may not know if you did anything wrong to cause the candidate to just disappear.

9 ways to avoid job ghosting 

Consider these methods for reducing the odds of being ghosted by job seekers.

1. Use automated scheduling or self-scheduling 

An automated schedule can prevent candidates from falling through the cracks, which then gives them a better overall hiring experience. It keeps your hiring cycle shorter as well, because there won’t be major lapses between the job interviews and follow-ups.

These automated tools also ensure that you aren’t playing phone tag or waiting on emails to hear if an interview time works best. With much of the scheduling guesswork out of the way, you can focus on getting to know the candidate better. Plus, who doesn’t want a more streamlined interview process?

2. Shorten your time to hire

Automated scheduling tools reduce the lag and waiting, which can reduce the length of the hiring cycle. You’ll get the right people into the right jobs faster, which helps you get more done. It is also ideal for job applicants who are looking to start work right away. They won’t lose interest while they wait, and you can even cut more time spent on travel for interviews because you can do much of it through video interview platforms.

3. Optimize your recruitment experience

Do you spend as much time trying to impress your candidates as you do your customers? You should. An efficient and personalized recruiting experience can boost your brand reputation and lead to the most qualified candidates seeking you out for job opportunities. By using the best tools to schedule and interview, you’ll make the best first impression and help new hires feel good about their choice. 

4. Treat your candidates like customers

What do candidates think about your hiring process? Do they love it? If not, consider how you may cater more to their needs and less to your own. Like your own customers, your job candidate pool should associate positive feelings with your brand. Go the extra mile to communicate and thank candidates for their time. Let them know that you appreciate them and their time, even if they don’t get a job offer. Also make sure your entire human resources team, from recruiters to hiring managers, is aware of this policy.

5. Check-in with new hires before they start

After you offer the job and it’s accepted, don’t let too much time go by without making contact again. You (or a hiring manager) should follow-up with what the new hire should expect when they show up to the first day. Ask if they have questions or need anything. Give them a point of contact for additional needs before they begin. 

6. Introduce and acclimate new hires

Many people feel uncomfortable as the new kid on the block, so try to help them meet team members or management before they begin—or shortly after they start. Their first day of work (or several) should be more about getting to know others and what they can expect, and less about doing the actual work. Let them know that you appreciate their addition to the team and set aside time to communicate your expectations. This is also a good opportunity for them to job shadow an experienced team member with a similar role. 

7. Recognize and reward

Once a candidate is hired, the job of keeping them engaged isn’t over. Ghosting can happen in any phase of employment, and even employees who have been there for some time could walk away if they don’t feel welcome or valuable. Give them positive feedback, employee recognition awards, and regular praise.

You can provide this recognition yourself or pass along praise from managers, peers, or even customers. Use employee recognition tactics that work for each individual employee, because each may be motivated by different things. 

8. Set clear notice requirements

Things happen, and when employees have to stay home from work or leave early, there should be a policy in place for requests and documentation. It’s ideal for them to give adequate notice and to get permission for time away. At a minimum, they should know who to contact, how to reach them, and the possible consequences (within the law) for unreasonable absences. They should also know what may happen if they break the rules without a compelling reason. 

9. Draft “no call/no show” policy language carefully

What happens if your employee just doesn’t show for a shift? Also known as “no call, no show,” this type of behavior should be addressed in your employee manual and dealt with according to your corporate policy. Even your best employees could have a personal emergency that warrants such behavior, but it shouldn’t be the norm. This type of ghosting can be costly to businesses and erode the company culture as it leaves other employees to pick up the slack. 

Consider an Elastic Recruitment provider for better candidates

If you find that ghosting is becoming more common in your workplace, the quality of your hires may be to blame. By working with an Elastic Recruitment provider, you can maximize your interviews and candidate selection process, so you get better employees. Ghosting is one symptom of a bad hire, but with a few changes to your talent acquisition process, you may see this distressing issue go away over time, leaving you with a more reliable and engaged workforce. 

Here at Comeet, we’re committed to helping your business’s hiring process stay cost effective and efficient. Learn more about how Elastic Recruiting can help your business.

 

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Adrienne Smith

Adrienne Smith

Adrienne Smith is a content strategy consultant working with high-growth businesses on their brand messaging, content strategy, and content creation. A digital nomad, she's exploring the world's cultures and cuisines as she works.

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