Ghosting those we interviewed can hurt our employer brand, and the potential candidate.

Ghosting a candidate after the interview process is harmful both to the candidate, and your employer brand.

Have you ever been “ghosted”?

That time when a romantic interest just disappears – not returning calls or texts – suddenly cutting off all communication?

Ghosting is a cruel and immature way to end a relationship. Young people tend to do it because they are afraid of the reaction they may get when they want to break up with someone.

Ghosting is easier when

1. You’ll never see that person again
2. It can avoid any and all conflict, hurt, or response.

Everyone is capable of ghosting to avoid pain: Charlize Theron did it to Sean Penn.

Now, think about your recruiting career.
Be honest: isn’t there at least one time you never got back to a candidate after interviewing him or her ?
You just – disappeared?

We’ve all done it.
After all, as recruiters we are overwhelmed with candidates and position requisitions.

As hiring managers, we have our regular jobs to do, not to mention:
– interviewing several candidates
– conducting second and possibly third interviews
– negotiating salary with the candidate we do choose
– on-boarding the candidate
– getting him up to speed.

It’s easy to forget about the candidates we met with and didn’t choose.

But they haven’t forgotten us.

Many companies don’t even bother to send out a “thank you for applying but we chose a more qualified candidate” letter anymore. The people who took time out of their days (possibly more than once) to come to your office for several hours are sitting at home. Waiting. Wondering.

This is No Way to Treat a Candidate!

While it’s common practice now in ghosting applicants who aren’t interviewed for a position, we feel that anyone who takes the time to come in for an interview deserves the courtesy a follow up of some kind.

That phone call should come from the hiring manager. At the very least, the hiring manager should send an e-mail to the not-chosen candidate.

Taking the time to contact an interviewed candidate not only is courteous, but can help a candidate stay interested in you in the future. After all, a talented individual may not be the right fit for one position, but could be a great one for another.

Just imagine the cost savings: instead of having to review through dozens of resumes, speak to several more candidates, and so on you could instead just bring him in to make sure he’s a good fit.
No need to go through the interview process all over again!

But if you never let her know she didn’t get the job, she now has negative thoughts and feelings about you.
Don’t forget, people tend to share negative experiences they’ve had with businesses more than they share positive encounters. And with social media at her fingertips.

Bottom line: calling a candidate to let him know he didn’t get the job is far better than ghosting for lack of time. A negative candidate experience can be “self-destructive” and have undesirable consequences for your firm down the road.

Sorting through resumes and performing preliminary screening activities on candidates within Ontario can take considerable time. Let​​ Staff Depot do this tiresome but critical aspect of your interview process for you. Contact us today.

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