While ghosting is best known as an unfortunate part of the modern dating scene, it has also infiltrated the corporate world. A 2021 Indeed survey found that 77% of job candidates who took the time to sit for an interview never heard from the employer again. A tenth of candidates even say they were ghosted after receiving a job offer, according to Indeed.
That stings. It’s also bad for business, and here’s why.
Ghosting Is Disrespectful to Great Candidates
What if the shoe were on the other foot? After investing considerable time and effort into recruiting for a role, you’ve narrowed down your search to a chosen few. One candidate shines the most, and you’re thinking, “That’s the one!” Then suddenly, the candidate vanishes.
You’d feel ignored, insulted, and disappointed. (In fact, ghosting by candidates rose from 19% to 28% between 2019 and 2021.) That’s how the average ghosted candidate is likely to feel. Over 60% of jobseekers say that even if they don’t get hired but receive feedback, they’ll be more likely to apply for future jobs with that employer.
Ghosting Can Topple Your Reputation
Candidates may use social media and Glassdoor to warn prospective applicants about your company’s habit of ghosting. (Even if it’s not a habit, offended candidates may see it that way.) Erring on the side of caution, prospective applicants may change their minds about wanting to work for your company. Some of these people might have been a huge asset to your team.
Ghosting Puts Your Competitive Edge at Risk
If you’ve ghosted the applicant, odds are high that they will end up with one of your competitors. This can be revenue-defeating, especially if that applicant has in-demand skills and the role needs to be urgently filled.
Whether you hire a candidate or not, it’s imperative to let them know where they stand. The bottom line: Respect goes a long way. That’s a lesson for dating and hiring alike.