The Rise of Employer Ghosting: A Symptom of a Broken Hiring Culture

In the current employment landscape, a troubling trend has emerged: Employer ghosting. This is a phenomena whereby organisations terminate all forms of communication with candidates without explanation midway through the recruitment process.

This experience reflects deeper issues within broader recruitment practices. According to Boston Consulting Group, while much attention has been given to candidates who ghost employers, the reverse scenario is equally, if not more, damaging.

In this article we will explore the core themes and arguments around candidate ghosting.

Understanding Employer Ghosting

Employer ghosting typically occurs when a company fails to follow up with a candidate after initial contact, interviews, or even job offers.

As per Harvard Business Review, this lack of communication leaves candidates in a state of uncertainty, often leading to frustration and a loss of trust in the hiring process.

According to a Deloitte article, 93% of respondents in a survey reported being ghosted during an active hiring process.

The Impact on Candidates

The effects of employer ghosting on candidates are profound. Beyond the immediate disappointment, it can lead to long-term disillusionment with certain industries or companies - and therein create pathways toward negative employer branding reputational damage.

Candidates invest time and effort into applications and interviews. Therefore, individuals who are being met with silence can feel like the process is a devaluation of their worth.

McKinsey & Company argues that this experience can deter cabdidates from applying to similar roles in the future. This experience has the unfortunate outcome of narrowing an already narrow talent pool for employers.

Root Causes of the Phenomenon

Several factors contribute to the prevalence of employer ghosting:

Overwhelmed HR Departments: With a high volume of applications, some HR teams struggle to maintain communication with all candidates.

Lack of Structured Processes: Companies without clear recruitment protocols may inadvertently neglect candidate follow-ups.

Technological Shortcomings: While Applicant Tracking Systems (ATS) streamline hiring, some platforms can also depersonalise the process, making it easier to overlook individual communication.

Cultural Factors: In some corporate cultures, there's a lack of emphasis on candidate experience, leading to neglect in communication.

The Broader Implications

Employer ghosting doesn't just harm individual candidates; it can tarnish a company's reputation. In an era where employee reviews are readily accessible online, negative experiences can dissuade potential applicants. Moreover, it reflects poorly on a company's internal communication and organisational skills.

Addressing the Issue

To combat employer ghosting, organisations should:

• Implement Clear Communication Protocols: Ensure that every candidate receives timely updates, even if it's a rejection.
• Leverage Technology Wisely: Use ATS and other tools to automate updates without losing the personal touch.
• Train HR Teams: Emphasise the importance of candidate experience in HR training programs.
• Solicit Feedback: Regularly gather feedback from candidates to identify and rectify communication gaps.

Conclusion

Employer ghosting is more than just a lapse in communication; it's indicative of deeper flaws in recruitment practices.

The experience can lead to a range of unintentional outcomes from impacting talent pools, nurturing negative sentiment towards employer branding, and creating onboarding culture differences that can impact cohesiveness.

By recognising and addressing the myriad of issues connected to employer ghosting, companies can foster trust, attract top talent, and build a more respectful hiring culture.