Recruiters and talent acquisition professionals engaging in the practice of “ghosting” candidates, or abruptly ceasing communication without providing feedback or updates, is a concerning trend that’s on the rise. A recent Indeed report found that, in 2023, 35 percent of job seekers experienced an employer who did not acknowledge their job application. Even worse, 40 percent of candidates were ghosted after a second or third-round interview this year, up from 30 percent in 2022. This unprofessional behavior reflects poorly on the hiring process and damages a company’s reputation.
Why are candidates being left in the dark?
Several factors contribute to the challenge of candidates not hearing back from employers, including:
Lack of a personal connection: The pandemic led to a transition in talent acquisition and recruiting to a virtual hiring process. The traditional act of a candidate dropping off their resume, shaking hands with a recruiter, and putting a face with a name is no longer commonplace. While recruitment technology and software applications have significantly enhanced operational efficiency, candidates have borne the cost of diminished personal connections.
Lack of resources: Faced with the imperative to cut costs, many companies are undergoing substantial transformations in their talent acquisition strategies. As part of this restructuring effort, organizations are reevaluating and reorganizing their talent acquisition functions to streamline processes, improve efficiency, and reduce operational expenses. Unfortunately, one of the common outcomes of this restructuring is the implementation of layoffs, particularly among recruiters.
Not enough time in the day: When a hiring manager or recruiter is overwhelmed with tasks and has limited time in a day, responding to candidates may inadvertently slip through the cracks. In fact, the number of candidates per hire, representing the total applicants until the position is filled, has risen to 185.9, a significant increase from 115.1 just a year ago.
Enhance your candidate experience to stand out
To set your organization apart, it’s essential to address the common concerns among job candidates around the lack of feedback post-application or interview. To do this, consider implementing the following practices to enhance your candidate experience and distinguish your company from competitors:
Set expectations early: 95.5 percent of candidates expect employers to confirm the receipt of their application, with 66.1 percent expressing the desire to receive a response in less than 24 hours. Schedule an automated email to be sent to the applicant immediately after their application is received. Communicate the timeline of the hiring process, from application review to interview feedback and final decisions.
Leverage innovative recruitment technologies: Use technology to provide a seamless candidate journey and cultivate relationships through the following:
- Enhance efficiency in screening and decision-making through automation by leveraging technology to analyze resumes and identify keywords. This time-saving approach allows you to redirect your efforts toward providing a more personalized and attentive touch in other stages of the hiring process.
- Employ chatbots to interact with candidates and promptly addressing basic inquiries. This improves communication efficiency and ensures candidates stay well-informed about their status in the recruitment process.
- Maintain ongoing communication by automating personalized update messages sent at various stages in the recruiting process. To make candidates feel valued, address them by name, and tailor messages to their specific application or interview.
Provide constructive feedback: Even if a candidate is not selected, offer constructive feedback on their application or interview performance. Why? Job seekers share their interview experiences with friends and family. When unsuccessful candidates conclude the process by stating, “I interviewed at company x. Although I didn’t get the job, the experience was positive,” it helps build your employer brand. This positive word-of-mouth not only fosters a favorable perception among potential employees but also cultivates trust among potential customers.
Implement candidate experience surveys: Leverage candidate experience surveys to gather feedback on your hiring process. Use this information to identify areas for improvement and showcase your commitment to continuous improvement.
Provide an interactive careers page: Develop an engaging and informative careers page on your website. Provide insights into your company culture, showcase employee testimonials, and offer a virtual glimpse into the work environment. This helps candidates envision what it would be like to work at your organization.
Conclusion
Recruitment is inherently centered around people, and the human touch remains a vital component of the process. Candidates appreciate the advantages offered by automation in the hiring process, yet they still value human interaction. Organizations adept at leveraging technology to streamline the responsibilities of talent acquisition professionals not only make the process more efficient but also deliver a more engaging, memorable, and positive experience for candidates. Enhancing your candidate experience not only differentiates your company from your competitors but also contributes to building a strong employer brand. By prioritizing communication and a candidate-centric approach, your company can stand out in 2024 as an employer that values and respects the job seekers engaging in your hiring process.
Related: Applying a Candidate-Centric Approach to Talent Acquisition
Are you ready to simplify your hiring process to enhance your candidate experience? Contact WorkLink Group today.
