Automation can be a valuable tool during the recruitment process, allowing you to focus on the candidates and avoid ghosting on both sides, says Luke Shipley of Zinc

The way we recruit and hire has dramatically changed in recent years, particularly with the shift to remote and hybrid working. Never did we think the term “ghosting” – a colloquial term used in the modern dating scene to describe ending communication with someone without saying a word – would be applied to the workforce. This concept of ghosting has become particularly prevalent for HR managers when managing a heavy load of candidates. 

It can occur from both the candidate or the recruiter. Hiring managers may ghost a candidate, mainly to avoid difficult conversations. Whereas candidates may ghost a hiring manager for a number of reasons, such as a prolonged hiring process, disjointed communication or other personal reasons that are out of the businesses’ control. 

It’s no secret that HR teams across the country are feeling the pressure, with recent ONS data revealing that over half of businesses have ambitious hiring targets this year, with over 908,000 job vacancies. With this in mind, it is only natural for hiring managers to hyper focus on bringing in new candidates and, all too often, forget about the journey of the candidate who is currently be interviewed. 

Controlling what is out of your control 

Candidate ghosting can occur at any stage of the hiring process, whether this is as early as the first email or as late as a job offer. A recent survey from Indeed found that 86% of UK jobseekers have not shown up for a job interview, while 20% of workers say businesses have failed to show for a scheduled phone interview. There may be personal reasons out of the hiring managers control as to why candidates ghost hiring managers. It is ultimately up to the HR team to take control of the situation as much as they possibly can to ensure a smooth candidate experience, nurturing them through the process and creating the most positive experience possible.

Time is of the essence 

Picture this: you are currently interviewing for five potential employers, spending countless hours on preparation. This has been going on for over a month now, eating into your personal life. Everything is starting to look up as you finish an interview you feel truly confident about, with them informing you that you should hear back from them soon. Weeks go on and you still haven’t heard back from the hiring manager. Not only do you feel abandoned but you start to question whether the interview was successful or not, creating not only doubt in your mind, but doubt about the company. 

Hiring managers want to make it obvious that they are giving the candidates the time of day, and responding in a timely manner can be key to this. Nobody wants the candidate to linger, with an extended period of time waiting to hear back, as this causes stress for both parties. The ‘Indeed Career Guide’ suggests job seekers aim for 10-15 applications per week, to stay in a competitive position. If your candidate is also applying for 10 other roles, the question remains how can the hiring manager make them feel as special as possible without dragging out the process? 

Lean into tech 

Most hiring managers would agree that they are always chasing their tail thanks to an overwhelming workload. Background checks are essential in any hiring process and tend to occur during the latter stages. It is often time consuming, eating up hours that could be spent on sourcing new candidates or personalising rejection emails. Background checks can also be a large detriment to a more prolonged, delayed hiring process. No candidate wants to experience radio silence from their recruiter; a study conducted in the UK by recruitment firm Hays, highlighted that only 6% of those surveyed would be willing to wait more than a week to receive a response following a final interview. 

To ensure a constant flow of communications between the hiring manager and applicant, candidate communications must be automated. Whether this is through modern applicant tracking systems, onboarding and background checks. By automating the often admin heavy tasks, hiring managers are allowing themselves more time to focus on the human aspects of the job – connecting with the candidates. This relies on human interaction, something that cannot be recreated through technology. 

The length of interview processes varies between industries, but the last thing a candidate should experience is a delayed, drawn out hiring process, as it creates an opportunity to walk away. Not only can this lead to ghosting but it reflects poorly on the business and the brand. On the other hand, if an applicant has not been chosen, they should still experience the same attention through a personalised rejection email. Data from recruiting software company ICIMS revealed that over half of applicants that are not chosen do not receive a rejection email or letter, shedding light on the gap in this area of the hiring process. This is a step that may often be overlooked, however, the power of word of mouth should never be underestimated. Taking the time to craft rejection emails is more likely to lead to a positive brand image, with a trickle down effect to attract further top talent. 

It is ultimately up to the business to ensure a positive candidate experience from the moment an applicant is sourced, to when they are either unsuccessful or join the company. 

Minimise the time-consuming steps that can be automated away with innovative technologies such as integrated applicant tracking systems and background checking software. There needs to be a constant flow of open communication between the hiring manager and applicant, within a timely process that keeps the candidate engaged, so they refrain from ghosting.

About the author
Luke Shipley is CEO and Founder of Zinc.