3 Powerful ‘Anti-Ghosting’ Strategies to Tighten Up Your Hiring Process

Are you haunted by the memory of promising candidates who disappeared without a trace? Have you been leaving voicemails, checking and re-checking your ‘sent’ folder to make sure that job offer went through? Endlessly searching for the perfect candidate, only to be abandoned, is enough to send shivers down your spine.

‘Ghosting,’ once reserved for the dating world, has spread to the job market for two main reasons. One, the unemployment rate is lower than it’s been in almost 20 years, meaning candidates have options. Two, social media has made personal interactions less common, giving young people the feeling of anonymity that allows for that love ‘em and leave ‘em approach.

Let’s walk through some best practices for employee retention that will set you apart and drastically reduce your turnover rate.

Make Interactions Count

Because so many daily tasks can be accomplished online, personal interactions take some perceived effort for your candidate. Use this to your advantage and add value to these conversations. It’s much easier to ghost on a faceless corporation than a respectable individual, so don’t be afraid to add a personal touch to your hiring process while keeping it professional.

Arm yourself with some knowledge and ask questions that are specific to each applicant’s resume.

Highlight Your Best Attributes

Interviewers often spend so much time asking why their interviewee an asset to the company; Improve your retention rate by showing your candidate how this job will benefit them.

If you’re a small company with a lower starting wage and less benefits, talk about the little perks. Do you have fun employee get togethers? A discount at the sandwich shop next door? Early clock out time on Fridays?

When your job offer stands out from the rest, not only is it harder to turn down, but you have that personal, less ghost-able touch

Be Frank

You know your promising candidate is on their best behaviour for the interview process. If they’re good at what they’re doing, they’ll have done the research and can present your company as their dream company.

Cut through the pleasantries and tie things up with a transparent yet compassionate statement like; “Well, I’ve enjoyed meeting you and I can see from your resume that you’re a very promising candidate. I know we can’t possibly be the only company who you’ve interviewed with, so if something else comes up please let me know so I can continue the recruitment process over here.”

It’s a simple request, and you’ve broken the tension by acknowledging that they must have a few interviews lined up that week. They may still choose to go with another job offer, but they’ll at least email you about it.

To Sum Up…

Ghosting happens. Rejection is never a fun conversation and it’s understandable that some candidates choose to avoid it all together. But by utilizing best practices to become more respectable and approachable, you will get enthusiastic employee retention trending in no time.