Tired of Being Ghosted by Candidates? Here Are 5 Ways to Fix It

As if there aren’t enough challenges trying to fill open positions these days, another obstacle has become commonplace: recruiters are increasingly being “ghosted” by job seekers. In other words, an interview is scheduled, the hiring team is prepared and ready to evaluate a candidate, and – without warning – he or she never shows.

Because we’re squarely in the middle of an employees’ job market, being ghosted is fast becoming a recruiter’s worst nightmare. However, there are ways organizations can reduce the chances of falling victim to a no show. Here are 5 strategies for ensuring your interviews proceed as planned. 

  1. Make a personal connection. This is the most important thing a recruiter can do. As soon as you receive interest and/or an application, make contact. Text or email is fine but a phone call is even better. Let the candidate know you look forward to meeting and learning more about them. Building a rapport from the outset can go a long way toward getting and keeping a job seeker interested.
  2. Refine your messaging. In today’s job market, you have to “woo” candidates by telling them why they should be interested in your position and company. What makes your organization great to work for? Why is the role a good career move? What can they expect in terms of benefits, perks, and opportunities for advancement? Get them curious about your company and what you have to offer, and they’re more apt to follow through on an interview. 
  3. Schedule interviews quickly. If you can get an interview scheduled for the next day after receiving a candidate’s application, do it. If you wait, they may have other offers and will move on quickly. If you do need a few days to set up the interview, be sure to double and triple confirm the meeting. That will let the candidate know you’re interested and should reduce the chances of being ghosted. 
  4. Widen your talent pool. Typically, when applications are vetted, candidates are placed into “yes” and “maybe” categories for interviews. Given the current environment, you’re better off scheduling both groups. That way, even if you do encounter no shows, the larger volume of candidates will ensure you have more to choose from. 
  5. Streamline your interview process. The longer it takes to move through the interview process – and the longer a candidate has to wait to find out if a job offer is forthcoming – the more likely you’ll lose them. Now is the time to review how you handle interviews and make whatever changes are necessary so that you can expedite the process.

From finding top talent to getting them interested in your organization, the experts at Alaant are passionate about building winning teams. Contact us today and let’s get the conversation started!

About the Author

Miranda March Digital Strategist for Alaant Workforce Solutions

Miranda March, Digital Communications Specialist

Miranda has a real knack for connecting the dots between employers and job seekers. She prides herself on keeping a pulse on the national and local hiring markets. In her downtime, she enjoys cooking new foods and spending time with her family. A little-known fact about Miranda is her love of video games, new and old.