Amid the massive resignations, employers also have to deal with candidates who have disappeared without even saying an apology.
Ghosting of candidates (37 37 percent) is the most significant problem for teams that are responsible for acquiring talent, according to a report by Brazen and Talent Board.
This puts it ahead of attracting passive talent (34 percent) and the drop-off rate of applications (34 percent), according to the research of 375 businesses across the globe that was which was conducted between February and March.
“It’s across all job types,” said Kevin Grossman, president of the Talent Board. “Professional candidates, especially those in the running for multiple jobs, with multiple offers, may verbally accept, and then never respond again because they took another job somewhere else.”
He explained that the number of jobs open for applicants is one of the main reasons for this trend. “For each candidate, there are two or three positions available. There are a lot of job opportunities available and across all industries.”
Compared to two years earlier, nearly four out of 10 respondents (43 percent) in a survey reported that it is more typical for job seekers to stop communicating. Employers are also stepping up their benefits and compensation offerings. As per Grossman, hourly wages such as those mentioned above have risen more in the last two years compared to the previous ten years.
“There is a higher level of ghosting of these individuals that are [thinking] ‘I can get paid higher.'”
According to an earlier study, talent from competitors isn’t logical, especially in light of the pandemic.
Costs for employers
The ghosting of employees is hindering the hiring efforts of employers. The cost of vacancies will grow in time, according to Grossman.
“The longer-term effect is that it’ll start decreasing the corporate revenue. If they aren’t able to find the personnel they require to grow and sustain the business, the company will suffer. If you have a greater proportion of employees who are disappearing and the positions remain open for a greater period than before COVID, this harms the company.”
According to a new study, over eight out of 10 (84 percent) hiring managers suffer burnout because of the tight labor market.
Solution: Improved communication
Although employers cannot determine if candidates decide to leave, they can control the way they treat applicants, according to him. The past Talent Board research shows that applicants leave employers and are pushed out of the hiring process because of lengthy or repeated interviewing and screening procedures and offers that are too long to become a reality and terrible onboarding experience.
“Recruiting or hiring” teams must be transparent and consistent in their communications. Also, they must be timely. This is because that’s the thing they control,” said Grossman. “They don’t have control over a candidate that just disappears, but they do have control over the communication to those interested candidates.”
Employers must engage with candidates early to establish a trust to accelerate the screening and interviewing process and help candidates move faster to the next stage, as per Brazen and the Talent Boards.
