Ghosting: Now You See Him, Now You Don’t
Employers are increasingly concerned about the growing trend of ghosting. It is also becoming one of the top issues talent acquisition professionals face today. It’s the “Now you see him, now you don’t” circumstances which leave employers and recruiters asking the big question “why?’.
Ghosting, as defined by the Federal Reserve Bank of Chicago, means “a situation where a worker stops coming to work without notice and then is impossible to contact.”
Aside from quitting the job without notice, ghosting in the workplace comes in different forms like not showing up on the scheduled interview, job offer, and the first day of work.
According to the Bureau of Labor Statistics, the number of Quits (which are voluntary separations initiated by the employee) is at 3.4 million as of March 2019.
Why is Ghosting prevalent?
The growing trend is said to be the result of the low unemployment rate and hot labor market, which provide employees and job seekers too many job options. Other reasons why employees are tempted to disappear and leave work without explanation are bad bosses and the feeling of disrespect at the workplace. Job seekers do not want to have an awkward conversation about accepting another job offer, so they think that the easy way out is ghosting the recruiter.
Ghosting an employer or a potential employer is a big no-no because it can show up on background checks. Moreover, leaving a company on good terms is always the right decision since the new employer usually asks for reference and recommendations.
How to survive Ghosting in the workplace?
Ghosting causes frustration for recruiters and employers, as well as productivity loss for the company. It is also expensive as reflected on statistics of “Average cost per hire of staffing firms in the United States in 2018”.
Here are some strategies to survive the hassles of Ghosting:
- A person is unlikely to ghost someone who treated him with respect and trust, so create a talent community where you can nurture long-term relationships with candidates and professionals for future opportunities.
- Job applicants are willing to accept an offer that is lower than their expected salary if the employer produced a great impression through the hiring process, Therefore, it’s a good idea to evaluate your onboarding process on a regular basis and identify ways to continually improve the hiring experience.
- Give feedback and help employees hone their skills. Talk about their career development to show that you and the company are supportive of their success.
- One proven way of avoiding someone leaving their post suddenly is to build “esprit de corps” in your organization and celebrate your success with them.
We are not sure if the “Ghosting” trend is here to stay and will get worse in time, but one thing is certain, employers and recruiters can take steps to avoid downfall from this trend.
Are you looking for the right candidate for your open positions, give us a call at 847-202-3242 or email us at firstname.lastname@example.org.
For a “No-Pressure” conversation with John Sule, schedule a call.
“Building talented teams where talent matters.”
–Horizon Technology Partners