'Ghosting' takes a toll on employers

“Ghosting” by job candidates is taking an increasing toll on employers, according to Robert Half.

Compared to two years ago, more than four in 10 respondents (43 per cent) to a survey said it’s more common for job candidates to cut off communication.

“Today’s candidate-driven market is incredibly challenging for employers as skilled professionals are often juggling multiple job interviews and offers,” said David King, Canadian senior managing director of Robert Half. “To help prevent ghosting and keep potential hires engaged, employers need to deliver an exceptional candidate experience that showcases the strength of their company’s brand and culture, provides a clear understanding of the role and moves quickly.”

The main reason why job candidates stop responding to a prospective employer are:

• The job was not what they expected (43 per cent).
• The interview process was poor (31 per cent).
• They received another job offer (18 per cent).
• A mandatory return-to-office policy was implemented (8 per cent).

The two Robert Half surveys were done in November and December, with responses from more than 800 senior managers and more than 500 workers.

The top challenge when it comes to recruiting gen Z talent include is candidate ghosting (52 per cent), according to a separate survey by First Advantage.

In the last year, nearly six in 10 employers surveyed (58 per cent) by Robert Half said they’ve missed out on a potential hire because:

• the company took too long to make an offer (35 per cent)
• the candidate wanted more schedule flexibility (33 per cent)
• they didn’t meet the candidate’s salary expectations (30 per cent)

“Since the majority of hiring is still happening remotely, job seekers expect a faster interview timeline,” says King. “Along with a streamlined hiring process and close communication, employers need to promote incentives, such as fully remote jobs and highly competitive compensation packages, to attract and secure top talent.”

Previously, Canadian HR Reporter spoke with Erika Van Noort, vice president of candidate and employee experience at Softchoice in Toronto, for best practices on recruitment success in the “new normal.”