2 min read
In today's fast-moving job market, ghosting has become a major problem in the hiring process. "Ghosting" describes the situation in which applicants stop responding to a potential employer's messages and communications without explaining themselves. This is extremely frustrating for HR managers and hiring managers who have invested time and resources in the hiring process.
According to a survey by Appionio, 56% of the recruiters surveyed say that ghosting by applicants has increased significantly. (Backovic, 2022) One group that ghosts most often is under 40 years old and therefore belongs to Gen Z or Y. (Employ Inc, 2022)
There are many reasons why candidates stop getting in touch after applying and decide to "ghost" a potential employer: more attractive job offers from other companies, a lack of conviction about the role, or a loss of enthusiasm for the employer. (Pavel, 2022) Younger candidates also say that the reason for their ghosting stems from uncertainty about how to communicate properly. They often do not know how to behave and do not want to hurt recruiters' feelings by turning them down. Some also note that the application process was too slow and not transparent enough. (zvoove, 2022)
Ghosting not only wastes valuable time and resources, it can also damage the company's reputation. When applicants brush off a potential employer, they send the message that the company is not wanted as an employer.
So what can companies do to prevent ghosting in the hiring process?
According to an Indeed study, 63% of respondents are convinced that one solution is more transparent and better communication, and not only during the application process. (Lewis, 2019) A more comprehensive description of the job in the job advert, in particular of the tasks and requirements, already prevents misunderstandings.
Feedback time is also an important point in avoiding ghosting. Timely updates on the next steps in the application process already help here. Digital tools can also help to keep applicants informed or to make decision-making easier through matching procedures.
To sum up, ghosting is a growing problem in recruiting that urgently needs to be solved. The main reason for ghosting usually lies in the difficulty of communicating comprehensively and promptly. It is therefore essential to keep application processes transparent and to avoid long feedback loops.
Sources:
Backovic, L. (12. 10 2022). Retrieved from https://www.handelsblatt.com/karriere/jobsuche-ghosting-im-job-bewerber-versetzen-unternehmen-immer-haeufiger-/28683562.html
Employ Inc. (2022). [https://web.jobvite.com](https://web.jobvite.com/rs/328-BQS-080/images/2022-12-2022JobSeekerNationReport.pdf). Retrieved from https://web.jobvite.com/rs/328-BQS-080/images/2022-12-2022JobSeekerNationReport.pdf
Lewis, L. (2019). Retrieved from https://www.indeed.com/lead/ghosting-guide
Pavel, M. (2022). https://www.stellenanzeigen.de/. Retrieved from https://www.stellenanzeigen.de/careeasy/job-ghosting-nach-bewerbung-sde103778/
