In the past, companies operated in a buyer’s market for recruitment, often neglecting proper rejection processes and leaving applicants without feedback. However, in today's tighter labor market, this approach can backfire!
Imagine pitching for a multimillion-dollar contract with a company that values diversity, only to lose the deal because their CIO was ghosted by your CEO two years ago. Ghosting candidates—failing to communicate with them during the hiring process—is a growing problem that not only impacts job seekers but also tarnishes the reputation of firms, especially in professional services.
Value-driven organizations prioritize diversity, equity, and inclusion (DEI) to attract top talent and reflect their clients' values. However, these efforts can be undermined by small oversights, such as failing to communicate with job applicants after interviews. A straightforward follow-up process can help maintain a firm's brand in the competitive talent market, as applicants often become clients later on.
Ghosting has more serious repercussions than ever. Previously, complaints were limited to occasional social media posts. Now, companies are frequently called out online, damaging their image when prospective clients research their DEI policies and find negative feedback from candidates.
While recruiters also experience ghosting from candidates who ignore job offers or fail to respond, the impact on candidates is far greater. For neurotypical individuals, being ghosted after an interview can fuel self-doubt. For marginalized or neurodiverse candidates, repeated ghosting can severely impact their mental health.
Ghosting isn't limited to junior roles; even senior executives face it. One executive reported attending multiple interviews, completing assessments, and presenting a three-year strategy, only to be met with silence from the hiring company despite repeated follow-ups. This underscores the need for CEOs to ensure their teams follow through on promised candidate communications.
Ghosting during the application process is common, with response rates as low as 5%. Post-interview ghosting is even worse, especially when candidates have invested significant time and effort. Providing feedback, even if brief, can mitigate feelings of inadequacy and self-doubt, particularly for diverse candidates.
To address ghosting, business leaders should ensure HR directors enforce company policies consistently. This includes sending standard responses to applicants, rejection letters after initial interviews, and feedback for those who advance further in the hiring process. The personal impact on candidates is significant, but the broader damage to a firm’s brand—and the risk of encountering a ghosted candidate as a client—could be even more detrimental.