There are so many reasons why candidates ghost employers. While none of these explanations seems excusable, it is still useful to know why candidates might act in this manner. Here are some reasons why:

1. The hiring process is too long

A lengthy recruitment process causes many candidates to lose interest in the job and pursue other options. In this case, the employer must undergo another screening round to recruit a suitable replacement for the job.

2. Your communication is not working

If the employer is slow to respond to the candidate’s communications or is not transparent about the hiring process, the candidate may become frustrated and give up.

3. Salary/benefits/organizations not meeting expectations

If a candidate learns that the salary or benefits package is not what they were expecting, they may ghost the employer & recruiter.

4. The candidate received a better offer from another organization or has already received one

This is the most common reason why candidates ghost employers. Candidates may receive multiple job offers at the same time in a competitive job market. They might abruptly stop communicating with recruiters and other employers if they receive an offer from a company they prefer.

So what can you do, as the recruiter, to avoid being ghosted? Is there a way to combat it? Here are 6 things you can do:

1. Simplify the hiring process

The longer and more complicated the hiring process is, the more likely candidates are to ghost. Employers ought to simplify the procedure while preserving a high standard of quality. 

Maintain regular contact with applicants during the hiring process. Tell them what to expect from you and when they can expect to hear from you. Be flexible with your schedule. If a candidate has a scheduling conflict, try to accommodate them.

2. Avoid ghosting potential candidates

Even if a candidate decides not to proceed with their application, recruiters should always return calls and emails from candidates. This shows respect for the candidate’s time and helps to maintain a positive employer brand.

3. Be transparent and truthful

When posting jobs, be truthful about the pay, benefits, and work environment. Don’t mislead applicants regarding the position or the company.

4. Avoid law-balling candidates

Companies ought to provide competitive benefit plans and benefits packages. A candidate is more likely to ghost the employer if they believe they are being undervalued.

5. Promote the culture of your company

Make sure candidates understand the benefits of working for your organization and why it would be a wonderful place for them to be employed.

6. Get in touch with candidates

Even if you decide not to proceed with them, it’s important to let them know. This helps to maintain a positive relationship and shows that you respect their time.

May this sharing provide benefits and guidance for you.

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Hanis Izzatul, is a digital writer who writes about careers, lifestyle, and current trending content to engage Malay readers, informing them about the latest trends happening around. Hanis also are into arts, music, film, and gigs.