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The Dangers of Ghosting Applicants: Why It Hurts Your Brand and Your Bottom Line

The Dangers of Ghosting Applicants: Why It Hurts Your Brand and Your Bottom Line

As a talent acquisition professional, you know how important it is to provide a positive candidate experience. Yet, there's one issue that continues to plague our industry: ghosting. This phenomenon, where employers and recruiters fail to respond to applicants, is becoming more prevalent, and it's not just hurting job seekers; it's also hurting your brand and your bottom line. In this article, we'll explore the dangers of ghosting applicants, share some statistics, and offer some tips to improve your hiring process.

According to a survey by Indeed, 83% of job seekers have experienced ghosting during their job search. Not only does ghosting leave job seekers feeling frustrated and disheartened, but it can also have a negative impact on your company's reputation. In today's world, job seekers have more options than ever before, and they're more likely to share their experiences on social media and employer review sites like Glassdoor. Negative reviews can damage your brand and make it harder to attract top talent in the future.

But the dangers of ghosting go beyond just your company's reputation. It can also hurt your bottom line. According to a study by the HBR, companies that provide a positive candidate experience see a 100% increase in the number of applicants and a 50% decrease in cost per hire. On the other hand, companies that provide a negative experience see a 64% decrease in the number of applicants and a 22% increase in cost per hire.

So, how can you improve your hiring process and avoid ghosting applicants? Here are some tips:

  1. Set expectations: Be clear with applicants about your hiring process and timeline. Let them know what they can expect, and when they can expect to hear from you.

  2. Communicate regularly: Keep candidates in the loop throughout the hiring process. Even if there are delays, it's better to communicate than to leave them wondering.

  3. Use technology: Consider using technology like chatbots or AI to help you manage candidate communication. This can help you respond to candidates more quickly and provide a better overall experience.

  4. Provide feedback: Even if a candidate is not a fit for the current role, provide them with feedback that can help them improve for future opportunities.

In conclusion, ghosting applicants may seem like an easy way to avoid uncomfortable conversations or difficult decisions, but it can have serious consequences for your brand and your bottom line. By providing a positive candidate experience, you'll not only attract more top talent, but you'll also improve your reputation and save money in the long run. Let's make ghosting a thing of the past and focus on creating a better hiring experience for everyone involved.