Ghosting Creates Havoc For Businesses: Here’s How To Help Prevent It

Article by : Shelly D. Smith Forbes
Posted on : 21 Feb 2020
Full Article : https://www.forbes.com/sites/forbescoachescouncil/2020/02/21/ghosting-creates-havoc-for-businesses-heres-how-to-help-prevent-it/#5ed61242381e

The trend of Job Seeker “Ghosting”
“It’s a trend in business in which employees hold all the power as unemployment remains at a 50-year low of below 4% (paywall)… that 20% to 50% of applicants and employees blow employers off in some way…71% of workers say they have ghosted at some point during the application process, and 55% say they have abandoned one to five applications during a job search”

When did “Ghosting” starts picking uptrend?
“it started with employers… 2007 to 2009, businesses were flooded with job applicants,  so they ignored most…Now the shoe is on the other foot…Ghosting is a practice that has become more than a nuisance for employers—it costs staff time and resources.”

Why people “Ghost”?
“Many job seekers don’t want to have uncomfortable conversations with employers, so they just vanish, hoping they will “take the hint” and leave them alone…often younger ones, have never been properly schooled in the expected etiquette norms of job searches and just aren’t aware of how rude ghosting is…increasing use of digital communication rather than in-person or telephone applications has made ghosting easier and less personal.”

No real penalty to “Ghost”
“besides noting the occurrence and vowing never to engage with the candidate or employee again. Therefore, candidates believe there is no penalty.”

How to reduce “Ghosting” during hiring
“no way to prevent some people from ghosting you, but there are practices you can put in place to reduce it.”
“Let applicants know that you have received their application and will communicate with them regarding the job’s status.”
“Check out the reputation of candidates by scouring online sites such as LinkedIn and Glassdoor for signs that an applicant has ghosted other companies”
“Reduce the time between interview and offer.” 
“Circle back with candidates after an interview to ask them if they have questions or concerns. This lets them know that you are active in the process and that you expect a response”
“Give candidates who have been offered positions a deadline to sign on”

How to reduce “Ghosting” of new recruits
“20% of turnover happens within the first 45 days, often because of poor onboarding. To increase the odds… you must have a structured and effective onboarding plan. A good program is not a one-time event…which lasts up to a year…Provide ongoing training to keep employees engaged…employees are 12 times more likely to quit when they perceive that they can’t achieve their career goals at their current organization… Replacing employees is much more expensive than training”

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