“Ghosting,” or when someone stops responding to communication, is the new unfortunate trend that has become more prevalent in the workforce since the start of COVID-19. While a recent study by Indeed shows it is a two-way street, with 77% of job seekers saying employers have ghosted them, we are focusing on how to avoid having talent and employees ghost organizations.
Job seekers have started ghosting current or potential employers in several ways, including not showing up for scheduled interviews, disappearing after a job offer is received, not showing up for the first day of work, or just stopping attending work without informing their employer.
Here are Four Ways Companies Can Help Prevent Ghosting:
1. Through Screening Upfront
The more prospective employees are screened on the front end, including having references checked, the more likely quality and qualified candidates who will follow through with the process will likely be in contention for positions. A thorough screening process can help save companies significant time and resources.
2. More Touchpoints and Follow-Up
When HR and hiring managers have multiple touchpoints with candidates throughout the hiring process and employees and temporary staff throughout the duration of their employment, it helps the employee or candidate feel engaged and more apt to continue to communicate openly should things shift for them.
HR and hiring managers should touch base with talent utilizing a schedule of communication touchpoints. This includes leading up to interviews, such as confirming them the day prior, calling to check in once an offer has been presented, checking in several times before the start date, depending on the length of time between the job offer and the start date, and checking in daily, weekly, and or monthly after the job starts.
3. Informing Candidates of the Risks
Having conversations with talent about the need to keep communication open helps encourage talent to let prospective employers know if another position has come up or their circumstances have changed. Letting candidates know that continued communication is essential for the current opportunity along with future opportunities helps encourage them not to disappear or no-show.
4. Competitive Wages
When employers offer competitive wages for temporary staff and employees, it is another way to reduce the number of ghosting situations they may encounter. Should current or prospective employees feel they are being undervalued or not offered competitive rates in the current market, they may be more inclined to cease responding to HR and hiring managers.
Given Glass Door’s stated average cost per hire of over $4,000 per employee, it is critical that organizations do everything possible to keep talent and employees engaged in order to avoid incurring incremental costs during the process.
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TRC Staffing Services works with vetted talent pipelines and fosters open communication with all candidates and temporary staff. From providing resources to helping with hiring best practices, TRC Staffing Services can help. Contact us today to learn more about our staffing solutions.