Written by Job candidates just not showing up or calling back after applying for jobs is no longer a mere frustration but it is becoming a systematic issue that demands a strategic response, especially from the HR. It shows how communication has changed. This ruins hiring plans, wastes time and money and downgrades the company’s reputation. HR needs to stop complaining and start using better, planned methods in smarter ways to handle this. This means that they should look at their hiring process and look at the data patterns to see where people are dropping off and what changes need to be made to the hiring process. Using technology to communicate with the candidates can improve their communication and engagement.
Why do candidates start ghosting? Candidates ghost HR because they feel overwhelmed and they don’t like them telling “no,” especially online. Alongwith getting lost in the shuffle when they apply for too many jobs, they also don’t like bad news online because they’re used to getting things fast in today’s world. Somehow, if HR’s process is slow or confusing, they’ll lose them. HR needs to adapt to these changes and make the hiring process more modern which means using technology to keep people engaged that makes the process faster and clearer.
Building trust and transparency
Just talk to people clearly and transparently in a loop. Tell them how and when you’ll update them, even short updates help at times. You can also use your hiring system to send automatic messages and remember that being respectful means answering their questions with honesty. Ensure that your messages are ways to understand so that they don’t have to keep guessing about the next step because when they know what’s happening, they are less likely to disappear. And always respond to their messages quickly as it will help them to stay engaged.
Optimization for Candidate’s Convenience
Speed up, simplify the application and make applying easy! Use forms that work on phones, use short forms and give clear directions. Use computers to read resumes faster. Tell people how long it will take and what can they expect, often talk with them while keeping them updated so don’t make them wait for too long. Be friendly and professional in all your messages, don’t ignore feedback from applicants so that you can make them feel welcomed and valued . Make sure that they can easily reach you with doubts when they get stuck, and offer help immediately. Don’t forget to make it clear to them about what happens next.
Cultivating Employer Advocacy
Even if you don’t hire all the job seekers, still show them respect and talk with everyone. Give Feedbacks to everyone and ask how your hiring process was. They’re also deciding if they like your company. Use a system to keep in touch. This makes them think well of your company. It shows them that you listened and not just ignored them. This helps to improve and makes your company look good which helps you find talented people from your company in the future. And it builds a better reputation as an employer, while also giving you experience on how to hire better next time.
Expanding Talent Network and Partnerships
Don’t just look in one place instead connect with recruiters and groups that find talented job seekers. Use online tools and events. Make a group where people can learn about your company and keep in touch. To look for people with different backgrounds and skills, you can work with schools as it helps you find people who might not be looking for a job. It also shows that you’re invested in finding the best people and builds a network of people who are interested in your company. Plus, it helps you stay connected with potential candidates while building relationships with schools and organizations.
Leveraging Data and Automation
Let your computer’s talk with job seekers and hiring software send automatic messages to track who’s interested. Enhance candidate engagement and minimize ghosting through strategic technology utilization. Utilize ATS platforms to automate communication, track candidate interactions and analyze hiring metrics. Implement communication logs to identify and address potential engagement issues proactively. This helps you stay organized and keep everyone informed. It also lets you see where you’re losing people in the process. You can use this data to improve your communication and hiring process better. And it saves your time by automating tasks while building strong relationships with candidates.
The Job Seeker’s Experience Matters!
How you treat your job candidates who are applying for jobs in your company affects who wants to work for you later. Good experiences means more people will apply. Use your HR software to stay connected to manage candidate communication which builds relationships. Show you candidates that you care about their experience. Your HR software can help you keep track of potential future employees. It helps build a pool of potential employees by getting the right people faster. Develop an employer branding strategy that explicitly highlights your commitment to a positive candidate journey.
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