Monday, 2 July 2018

Candidate ‘Ghosting’ Hurts Your Employer Brand

Candidate ‘Ghosting ’? It’s a process that plays out everywhere, all-time at the time of interview ending. Do you call your candidate after interview whether they got any job or not? If no, then you are allowing your candidate ghosting & through it, you hurt your employer brand. It starts when a candidate goes through the interview process, and the recruiter stops communication with the interviewee without any explanation. And saying you are not qualified for this job. That’s the recruiting-world equivalent of the “It’s not you, may better luck next time ‘lame excuse.
Research goes on to state, “75% of candidates didn’t get mail or message from a recruiter after interview’’, On the other hand, candidates are in waiting for your reply. Because Interviews don’t just take up time and energy of candidates. They are an investment of time and effort on the company side.
A “professional” recruitment company that really cares about its candidates and company profile,
communicates well not only when scheduling interviews, but also when they’ve decided to end the recruiting “relationship” with a candidate.

Communicate Well with a Customized Message
Many people have their own experiences of ignorance from recruitment agency after an interview process. Here is one of them..I once went through the interview process for a  marketing position with one of the MNC. This process consisted of the original screening call, an hour-long phone interview with the head of sales and then a full day of one-on-one interviews with various members of the executive team. Feeling positive, because we all have a thinking that long time discussion shows result & I left their offices with the assurance that the recruiter would let me know “next steps” within the next two weeks.
That was almost six months ago, and all I ever heard was nothing…. Not even a sentence like” we are sorry, you are not that one “neither email about that. I’ve shared my thoughts about that experience on the company’s review page.
And why wouldn’t I complain about them?  Could they possibly be more blatant in their arrogance and disregard for candidates? Imagine how they treat people who’ve accepted their employment offers.
This scene showed everywhere where a candidate went for an interview and done with all process but haven’t got any positive or negative response. Just because the recruiter has decided to go quiet on the candidate doesn’t mean the candidate will reciprocate and go, mum. In fact, it’s unlikely. Make a regular practice of candidate ghosting, and it won’t take long for it to have an effect on your employer brand & reputation.

Candidates are Customers Too
“Customer Happiness makes you successful”. Customer handling is just like handling a job in private sector and always used to say“ The boss is always right even he is wrong” is an expression that’s been around forever and ever for a reason. Customers make your business global and do marketing by buying your stuff, which keeps salaries paid and the lights on, so try your best to make them happy. It’s also why companies put so much effort into customer service training. It’s always fascinated me that companies can invest so much in sophisticated customer service training and programs to ensure an outstanding “customer experience,” but then drop the ball on candidate communications. Candidates ARE customers.
Now, a new trend has invented for candidate ghosting is to ask “Don’t you have xyz experience?”
“No,” as expected by recruiter candidate responded.
“Oh, you’re not qualified for this job,” Recruiter said as to cut off the interview.
 They didn’t just hurt their employer brand, now they are hurting sales.

Recruiting “Closure”
Writing an experience of candidate ghosting is not only a post but recruiters have to understand the candidate’s efforts and time given for your recruiting process. Its two-way process so handles it as two way, maturely think about your brand value and candidate value.

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