Candidate ghosting is a process in which the candidate suddenly breaks the communication with the recruiter during the hiring process. Here we will discuss the factors of how recruiters can avoid candidate ghosting, including the role of AI in streamlining recruitment stages.
You’ve won gold after months of looking for the ideal applicant, and you have a positive attitude when you arrive at work. But you notice a persistent buzz just when you believe things are getting better. The team lead is on the phone, inquiring about the newcomer. Now, you attempt to contact the candidate but are unsuccessful. Your desperate attempts have all run in vain, and what’s next? You have become a victim of candidate ghosting.
What will you do in this situation? This behavior not only strains the human resources department but also calls for a reassessment of recruitment tactics. Moreover, according to Gartner, 19% of candidates admitted to ghosting an employer, reflecting a broader trend. The increasing competition and demand for potential candidates are making it challenging for recruiters to find the right candidate at the right time.
The uncertainty and administrative overhead caused by employee ghosting always lead to raised operational costs and reduced overall workplace efficiency. To reduce this level of uncertainty, companies need innovative solutions and use resume parsing tools to select the best candidate.
In this blog, we will discuss why candidate ghosting is trending and how AI can help in reducing it.
Table of Contents
What is candidate ghosting?
The phenomenon of “candidate ghosting” means candidates disappear from the company without informing anyone after participating in the hiring process. Both your performance and the recruiter’s motivation may suffer as a result. It’s getting harder and harder to retain people interested in the competitive job market where everything moves quickly.
Given the 57% increase in candidate ghosting, it is clear that ghosting in hiring occurs far more frequently these days. Because of this, recruiters are now more concerned about how to discover the ideal applicant and create a great candidate experience. This can happen between application submission and receiving a job offer. Conversely, there are instances when a recruiter also chooses to ghost applicants after determining that they are unfit for the position. Nevertheless, this lacks professionalism and could eventually damage the company’s reputation.
What can be the potential reasons for candidate ghosting?
There are several reasons that candidate ghosting may occur. Candidates may find another job opportunity or lose interest in the position. Others may just stop replying because they are too anxious or scared to tell the recruiter “no.” Furthermore, applicants might not be happy with how the hiring process is being conducted. Some of the potential reasons for employee ghosting can be:
Absence of enthusiasm for the role
Instead of officially withdrawing from the hiring process, a candidate may decide to ghost if they aren’t excited about the position they applied for. This can particularly happen if the recruiter does not revert back to them. The greatest way for candidates to develop a good rapport with recruiters is through communication.
Misaligned Expectations for Pay or Benefits
Candidates may disappear later in the hiring process if expectations around pay and benefits are not in line. Early in the hiring process, a candidate discussion about pay can help prevent this. If remuneration isn’t aligned, allowing applicants to withdraw from the hiring process will reduce the likelihood that they will later disappear.
Change in Choices or Personal Circumstances
A candidate’s circumstances may occasionally alter. For instance, they might abruptly leave your employment process due to a family emergency, health issues, or a child. This factor can lead to permanent ghosting if the candidate is unable to search back for the job due to personal circumstances.
Steer clear of confrontation.
Many job seekers are afraid of the consequences that could occur if they say “no” to the recruiting manager and reject an offer letter. They just cut off contact with the recruiter while the recruiting process is still in progress in order to prevent this conflict. The candidate ghosts the recruiting manager because they believe that avoiding the circumstance is a much better method to get out of this type of situation.
Uncertainty of Commitment
The idea of having to commit to a workplace might occasionally be difficult for candidates. Therefore, rather than communicating their expectations or the fact that they haven’t reached a proper decision, job seekers choose to ghost the recruiter in order to escape their fear of commitment.
What to do when a candidate ghosts recruiters?
To address the challenge of candidate ghosting, where you’re waiting for the candidate for the planned interview. However, the candidate doesn’t appear. No call, no email. They have completely disappeared, leaving you with a blank space on your schedule and a ton of unanswered questions. Some tips you can use are:
Don’t take it personally:
When a candidate ghosts you, it might be easy to feel betrayed, but it’s crucial to keep in mind that it’s not always personal. They might have been unable to attend the interview for a valid reason, such as a medical condition, a family emergency, or a vehicle accident.
Try contacting the applicant:
You can try to contact the candidate by phone or email if you haven’t heard back from them even after a few days. Tell them you’re still interested in finding out more about their credentials and experience while remaining kind and professional.
Proceed with other applicants:
Recruiters can always proceed if the other candidate doesn’t reply. Spending time on an applicant who isn’t serious about the position is pointless. Proceed to the next applicant on your list if the first one doesn’t reply to your follow-up messages, even if it is the best candidate that suits the position.
Avoid destroying relationships:
Recruiters always have to remember that being kind and professional is crucial, even if a candidate ignores you or you have been a victim of employee ghosting. You can never be sure when you will see them again. Think about giving them another chance if they get in touch with you later.
Provide rewards:
Offering rewards to applicants who finish the hiring process is another strategy to prevent candidate ghosting. These can be referral bonuses, signing bonuses, or other benefits that will motivate applicants to continue the hiring process until they discover the position that truly suits them.
How to prevent candidate ghosting with AI?
The use of AI is not limited to any industry, due to which it can help revolutionize the process of recruitment. AI in HR represents a major step in tackling the problem of candidate ghosting. AI tools like HireLakeAI automate administrative tasks and streamline candidate evaluations, which drastically cuts down on the time between first contact and final hiring decisions. This acceleration is essential for maintaining candidate interest and commitment, which lowers the likelihood that candidates will ghost recruiters.
AI in recruiting leads to:
AI-Powered Automated Engagement & Follow-ups
Recruiters’ failure to communicate promptly is one of the main causes of employee ghosting. Artificial intelligence (AI)-driven chatbots and automation technologies guarantee constant interaction, which can simplify the process of communication by:
- Instantly acknowledging applications.
- Automating follow-up emails and interview reminders.
- Providing real-time application progress updates.
- Personalized job-related information to keep candidates interested.
Using Predictive Analytics to Recognize and Manage Risks
AI JD matching tools allow recruiters to predict and manage risks for both parties. These tools will help in candidate assessment and predict which candidate can be the best fit for the open position. AI will examine:
- Candidate response time and frequency.
- Engagement levels with recruiter emails.
- AI can anticipate ghosting behavior before it occurs.
- Candidate history from comparable hiring trends
Interview Scheduling Assisted by AI for Smooth Coordination
A 2022 Yello survey found that 60% of recruiters consider interview scheduling the most time-consuming part of recruitment. Due to scheduling issues or uncertainty about the specifics of the interview, many prospects disappear. Calendly, Paradox Olivia and HireVue are examples of AI-powered scheduling solutions that streamline the process by:
- Enabling candidates to select their interview times immediately.
- Automating email and SMS reminders.
- Providing rescheduling alternatives without the need for human participation.
AI-Powered Screening to Improve Fit Between Candidates and Jobs
Employee ghosting frequently occurs when applicants move further in the employment process and discover the position isn’t a good fit. Through AI screening, it may improve:
- Examining resumes to match applicants with appropriate positions.
- Using AI-powered tests to evaluate behavioral and cultural fit.
- Performing real-time sentiment analysis in AI-led video interviews.
Re-engagement with Disengaged Candidates using AI
Re-engaging candidates who may have been considered for a previous position is made possible by AI techniques. It’s a calculated approach to reach out to applicants who have previously expressed interest, availability, and level of interest at this time. AI can follow up with disengaged candidates and re-engage them in the following ways:
- Automated reminders regarding pending applications.
- Reconnecting previous applicants with similar job opportunities.
- Sending personalized follow-ups offering new job matches.
AI-Powered Customized Candidate Experience
Candidates may become disengaged due to a generic hiring process that makes them feel disconnected. A hyper-personalized hiring process produced by AI can help in analyzing candidate behavior, skills, and interests. Thus, it includes:
- Customized job recommendations based on career goals and skill sets.
- Personalized interview preparation materials and frequently asked questions.
- AI-powered resume feedback tools for an improved application experience.
Conclusion – AI vs. Candidate Ghosting
AI has the potential to significantly reduce candidate ghosting. AI technologies and tools like HireLakeAI can speed up hiring by automating and optimizing several steps of the hiring process. These tools improve candidate engagement by providing regular feedback and communication. This degree of communication lessens the possibility that applicants may ignore recruiters, particularly following several interviews or after being hired.
AI’s capacity to sustain involvement and openness during the hiring process has the potential to change an ambiguous process into one that is transparent and cooperative. Recruiters are encouraged to use AI because it has become an integral part of the strategy. The process of recruiting automation leads to forward-thinking employers who value efficiency and candidate experience, attracting and retaining top talent in the company for longer periods.
FAQs
Why do candidates ghost?
There are several reasons that candidates ghost recruiters:
- Lack of communication: Candidates may become disinterested if recruiters don’t follow up.
- Multiple job offers: Candidates may decide to accept another offer without telling the recruiter.
- Bad candidate experience: Disengagement can be caused by a hiring process that is unprofessional, ambiguous, or takes too long.
- Uncertain job expectations: Candidates may leave if the job description and the actual role are different.
- Difficult interview process: Prolonged, tiresome rounds of interviews may drive away candidates.
- Personal reasons: Events in life, shifting priorities, or disinterest could also be factors.
How to stop candidate ghosting?
Recruiters can decrease employee ghosting in several ways:
- Improve Communication: Use chatbots, phone calls, or emails to provide candidates with frequent updates.
- Simplify the Hiring Process: To prevent delays, shorten interview rounds and set clear deadlines.
- Establish Clear Expectations: Make sure that expectations and job descriptions are in line with reality.
- Leverage AI for Engagement: Make use of AI-powered solutions for tailored outreach and automated follow-ups.
- Provide an Outstanding Candidate Experience: Offer openness, prompt replies, and a simple application procedure.
- Employ Predictive Analytics: AI can identify high-risk applicants by analyzing historical data, allowing recruiters to take early action.
- Follow-Up After Ghosting: Send automated reminders or offer fresh possibilities to candidates who have been ghosted.