In case you aren’t familiar with the term “Ghosting”, let me educate you. “Ghosting” is when you cut off communication with someone for no apparent reason. You go on a date with someone, you have fun, and then you NEVER hear from them again. Or, in the hiring world, you have an interview with a company, it goes really well, and again, you NEVER hear from them again. EVER.
We are seeing record numbers of candidates who are ghosting us for interviews. We call them, talk to them on the phone, invite them to interview for a job they applied for, and they don’t show up for the interview. We are seeing this with all levels of hires, even the C-suite roles.
Spooky.
I stumbled upon this article talking about ghost jobs. https://www.msn.com/en-us/money/careersandeducation/the-role-you-re-applying-for-might-be-a-ghost-job-here-s-what-that-means-and-how-to-avoid-them/ar-AA1rEo1s?ocid=BingNewsSerp
A ghost job is an ad for a position that doesn’t exist. It has either already been filled, or the ad was posted to satisfy requirements of some sort. For example, a position was filled internally, but the company was required by law to post it externally. So, when applicants send in a resume, they are applying for a job that doesn’t exist or that has already been filled. And the numbers of these ghost ads are scary: 3 in 10 job ads are “ghost” jobs.
How do applicants know if your job ad is a trick or a treat? Here are some tips:
- List your company name, website and address
- Have a dedicated person to talk to candidates
- List the real salary range
- Give your candidates a deadline as to when they will hear back from you, no matter the outcome, and meet that deadline.
- Show some grace to candidates. They are navigating a job search in very uncertain times.
In summary, if you want the best of the best to apply for your positions, you must evaluate your recruiting strategy from start to finish. And if you need help, I am standing by…with chocolate.
POWER THOUGHT: Is your position a trick or a treat?