Ghosting: When candidates pull a Houdini
We’ve all been there. You’ve just recruited a perfect candidate. Their CV is perfect, and they smashed their interviews; their enthusiasm could light up a room.
You send them the offer, pop the fizz, and then...Radio silence. They’ve vanished off the face of the earth. Welcome to the mysterious world of ghosting.
The art of the vanishing act
Ghosting isn’t just for Tinder dates anymore; it’s become a (not-so-beloved) staple of the hiring process. You’d think someone who spent hours crafting their CV would at least send a quick, “Thanks, but no thanks.” But nope. Instead, they are channelling their inner magician and disappearing without a trace.
Is it because they got cold feet? Or maybe they were abducted by aliens? Whatever the reason, the result is the same: you, staring at your inbox, questioning every life choice that led to this moment.
Why do candidates ghost?
Ghosting usually happens for a few key reasons…
They got a better offer: your dream candidate might have found a job with a higher salary, better perks, or a ping-pong table in the breakout room.
Overwhelmed with anxiety: Job hunting can be stressful. Sometimes, candidates freeze up when they have to make a big decision, and instead of replying, they opt for the “ignore and hope it goes away” strategy. (Spoiler: it doesn’t.)
They’re just not that into you: Maybe your company wasn’t the right fit, but they didn’t know how to tell you; the professional equivalent of “It’s not you, it’s me.”
They get a counteroffer from their current employer: There is a good chance that they will be gone in six months anyway, as most of the time the reason for wanting to move isn't always about money. They could also be outside the circle of trust, resulting in fewer pay raises, chances of promotion, and higher risks of redundancy if the company falls on hard times.
The dog ate their email: A less likely scenario, but emails do go astray, but you will never know if it's actually been sent.
What can you do to help mitigate the ghostly affair?
While you can’t entirely ghost-proof your hiring process, you can minimise the chances of it happening:
Set clear expectations: Be upfront about timelines and follow-ups. When candidates know what to expect, they’re less likely to vanish.
Keep the lines of communication open: Make it easy for candidates to reach out. Whether it’s email, text, or carrier pigeon, the more accessible you are, the better.
Follow up without sounding desperate: There’s a fine line between persistent and desperate. A polite email or two is fine but sending daily GIFs of puppies, not so much!
Create a fab candidate experience: People are less likely to ghost if they feel respected and valued during the hiring process. Treat them like humans, not just LinkedIn profiles.
Laughing through the pain
Ghosting is frustrating, but sometimes all you can do is laugh it off, better to fall at the first hurdle than the last, and there are better fish in the pond. So, dust off that rejection email template, pour yourself a coffee and start over.
Remember, for every ghost, there’s a candidate who’s just as excited about your company as you are about them. And if all else fails, be safe in the knowledge that they are probably now working for a competitor, but not for long!
